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▶ Video account attention cross-border navigation It is learned that 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 historical high. The influx of a large number of fresh graduates into the talent market has also created the "most difficult employment season in history" , and all walks of life are besieged by job-hunting anxiety.
Looking at the cross-border industry, job hunting has become even more difficult as the recruitment market has been cold and layoffs and recruitment cuts have been prevalent since this year. The influx of fresh graduates 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. For many senior cross-border practitioners who have been in the industry for many years, age anxiety has become increasingly common. As the post-00s youth storm sweeps in, is Amazon facing age-related anxiety in its operations? Recently, with the arrival of the 2022 graduation season, the post-00s have begun to enter the workplace, and a trend of "post-00s rectifying the workplace" has been set off with great momentum. Compared with the young and passionate post-00s, the "old hands" in the workplace seem to be impacted by the storm of youth. Recently, some sellers reported in the forum that HRs of many cross-border companies anonymously revealed that during the recruitment process, employees over 30 years old are basically not considered, and only those born after 2000 are recruited. ▲ The picture comes from Zhiwubuyan On major job search websites, there are many recruitment information with content like "The company is full of people born after 1995 and 2000, easy to get along with, passionate and energetic". Many job seekers also revealed that it is more difficult to find a job as you get older. For this reason, the seller couldn't help but sigh, has age become a major barrier to job hunting in the cross-border e-commerce industry? An Amazon operator who has been in the industry for four years revealed that he resigned in January this year and has worked for six or seven companies so far. Many of them were one-day jobs. The longest time he stayed in a company was only two months. During this period, he has been looking for a job, changing jobs, and leaving his job. During the interview process, the seller felt that his age was becoming a major disadvantage in his job search. Another seller revealed that his former company manager interviewed a 35+ job applicant. The entire process lasted no more than 1 minute and the interview was quickly terminated on the grounds that the applicant was too old and unsuitable. Sellers also have a lot of feelings about the phenomenon of younger people in cross-border recruitment: “When I look at jobs, many companies say they don’t need anyone over 35.” "Many companies will consider age in private even if they don't mention it during the interview process." "It's not just Amazon, most industries rely on youth. I would be cautious if I heard someone around 30 got married without children." "I'm already 30 but I don't dare to quit my job. It's really not easy to find a job. Companies nowadays just don't hire people over 30." Some sellers believe that the professional skills required for Amazon operations positions are constantly changing and must keep up with market changes. In contrast, young people may lack experience and be immature, but they have stronger learning and exploration abilities and are easier to shape, while older operators have relatively rigid thinking and lack creativity. However, many sellers believe that the advantage of Amazon people aged 30+ 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 skills and work hard to achieve excellent results, they can still find a place in the industry. “When the enemy comes, the general will stop him; when the water comes, the earth will cover it. In every era, there will be jobs suitable for job seekers over 30 years old.” Compared with age, ability + experience are the priority considerations of employers. Therefore, for Amazon employees, no matter what age they are in, they don’t have to be too anxious. The important thing is to accumulate core competitiveness so that they can stand out in the fierce competition. Compared with the age threshold, performance pressure seems to be the biggest challenge currently facing many Amazon operations. The development encountered a bottleneck in the first half of the year, and the operation team was "forced" to resign due to unsatisfactory performance! Looking back at the first half of the year, affected by unfavorable factors such as the macro economy, shrinking sales and plummeting profits have troubled countless cross-border people, and performance that is lower than expected has become a general trend. Although the peak season promotion in the second half of the year is just around the corner, the performance burden has made many sellers breathless. An operations officer reported that he had been working for a small company with no subsidiaries, no employees or no partners for nearly a year. The company's most popular product was ranked around 15,000 in a major category, and he had been working to get into the top 50 in a minor category but to no avail. In addition, the high promotion costs led to a significant reduction in profits. Therefore, the company recently hinted at his resignation on the grounds that its performance had not met targets. ▲ The picture comes from Zhiwubuyan How can Amazon's operating performance be considered up to standard? A senior seller in the industry shared his opinion: An operator with monthly sales of 500,000 US dollars may not be able to make even 100,000 US dollars in another company. The fundamental reason is the change of product categories and company operating strategies. In recent years, the industry has been reshuffled, costs have skyrocketed, and white hat operations have emerged. Product promotion has been increasingly restricted, directly causing many sellers' performance growth to hit a bottleneck. In this case, it takes more long-term intensive cultivation and patient precipitation, as well as the company's resource policy support, to find the key point of breakthrough. However, many sellers are trapped in the trough due to short-term performance difficulties. While cross-border companies measure their operational capabilities based on performance, operations also judge companies based on their performance. One seller shared the performance report of the company he interviewed. The company's operation team was responsible for products with a price range of US$20-40, but the sales were not ideal. The best monthly sales were RMB 110,000, and the worst were only around RMB 10,000. Under such performance conditions, it is conceivable that it is very challenging to obtain commissions. ▲ The picture comes from Zhiwubuyan Of course, it is not objective to judge overall performance based solely on sales volume; profit is the key determinant. Looking at the above sellers' cases, the pressure of performance is undoubtedly the biggest challenge in the industry, and countless operations are busy trying to reach KPI indicators. Looking forward to the peak season in the second half of the year, how to adjust the operation strategy to maximize performance growth is an issue that sellers need to solve urgently. How are the sales performances in the first half of the year? Please leave a comment in the comment section.
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