High-salary recruitment, hope for two-day weekend off! How will the cross-border workplace be reshuffled under industry changes?

Looking back over the past few years, driven by the unpredictable market environment, the cross-border industry has experienced multiple transitions from a surge in talent demand to a cooling recruitment market. Companies have also moved from massive expansion to the mainstream trend of reducing costs and increasing efficiency.

As 2023 is approaching the middle, what demand trends and development opportunities have emerged in the cross-border talent market? How should cross-border companies formulate talent training plans to promote the long-term and healthy development of the company?

At a time when the industry is undergoing profound changes, we produced the "2023 Cross-border E-commerce Workplace Status Survey Report" through industry research and visits.

This report elaborates on the current development status and future opportunities of the cross-border e-commerce industry, and conducts multi-angle analysis on job positions, practitioners, enterprises, and workplace trends .

Report highlights:

Industry View: Analysis of the Latest Hot Cross-Border Jobs in 2023

Exploring opportunities: Seizing job hunting opportunities in an uncertain environment

Exploring the future: Providing advice to cross-border enterprises on recruiting talents

The following is an excerpt of the report’s highlights:

At present, cross-border e-commerce practitioners are mainly divided into three groups: platform side, seller side and service provider side. Survey data shows that 88.3% of cross-border e-commerce practitioners are concentrated on the seller side, of which cross-border e-commerce operation positions account for 65.4%, cross-border entrepreneurs account for 14.6%, and general positions such as art design and customer service account for 8.3%.

Survey data shows that among cross-border e-commerce practitioners, 15.9% have a high school degree, 41% have a college degree, 40.3% have a bachelor's degree, and the proportion of those with a master's degree or above is even lower, at only 2.8%.

In the early stages of the development of the cross-border e-commerce industry, the number of positions required was huge and the entry threshold was low. Today, the cross-border e-commerce industry has shifted from a high-growth period to a rational growth period. The development of cross-border e-commerce companies has become more mature and refined, with a higher demand for talent. Relatively speaking, talent screening will become more and more stringent.

According to statistics from the Ministry of Education, the number of college graduates in 2022 will exceed 10.76 million, breaking the 10 million mark for the first time and setting a record high. The influx of a large number of fresh graduates into the talent market has not only intensified the fierce competition, but also further raised the employment threshold, and the trend of recruiting younger people has become more prominent.

According to a survey, as workplace recruitment becomes younger and younger, many senior cross-border practitioners who have been in the industry for many years are increasingly feeling age anxiety: 34.3% of cross-border practitioners "have aging anxiety and worry that they will be optimized", and 31.9% of cross-border practitioners said that "there are many outstanding colleagues or new generations" which make them feel a crisis in the workplace.

According to a cross-border practitioner, the advantage of cross-border people over 35 years old is that they have accumulated rich experience in operation technology and other aspects, and have a relatively high ability to control the overall situation. As long as they have solid technology, they can still find a place in the cross-border industry.

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The survey found that one of the employment problems faced by many small and medium-sized companies is the difficulty in recruiting workers. With the change of development path and the expansion of sales channels, the gap in marketing promotion, data analysis and other positions involved has widened, and there are also certain differences in operation positions on different platforms. Therefore, many companies generally lack professional talents.

In addition, after the peak seasons of March, April, and Q4, the cross-border industry often sees the most intense resignation and job-hopping. The survey found that a considerable number of sellers have the idea of ​​changing jobs or changing jobs.

On the one hand, some small and medium-sized cross-border enterprises have not established a sound internal management mechanism, and the relevant systems such as salary and promotion are not perfect; on the other hand, they lack the necessary incentive plans, and have failed to build a community of interests for core backbones. The talents that have been cultivated with a lot of resources eventually flow to competitors or start their own businesses, resulting in a large turnover of personnel, which brings certain confusion and imbalance to the subsequent normal operation of the enterprise.

The survey found that from the beginning of the epidemic in 2020 to the slowdown of the epidemic in 2023, the cross-border recruitment sector experienced a dual state from shortage of talent to oversupply.

On the job-seeking side, on the one hand, the addition of more professional talents has met the diversified talent needs of enterprises; on the other hand, the overall quality of practitioners has also improved. Most job seekers have enhanced their legal awareness, improved their judgment, and are good at protecting their rights through legal channels, reducing the probability of stepping on landmines.

At the same time, according to the questionnaire survey, job seekers will pay more attention to the company's development prospects and job benefits, such as whether there is pre-job training, a clear promotion system, a clear commission system, a two-day weekend and holiday system, whether frequent overtime is required, and other factors.

Special thanks to:

We would like to thank the cross-border industry insiders for their data support for this report, as well as industry media such as Cross-border Knowledge, Seller Home, Granary Overseas Warehouse, Ebrun, Kankan.com , etc. (in no particular order) for their strong support.

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