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▲ Video account attention: cross-border navigation Recently, many areas in China have issued typhoon warnings, reminding people to be careful when traveling, and the "tornado" in the cross-border circle has also hit hard. Since April, many sellers have been caught in this strong storm. Amazon’s crackdown is like a big buff, which comes with 10,000 points of real damage. Among them, the biggest impact is on sellers of all sizes who have had their brands blocked or their accounts suspended. Amid the turmoil, many cross-border e-commerce companies have reported layoffs and restructuring, causing some operators to lose their jobs and look for other ways out. After a major cleanup of the industry, what is the current cross-border employment situation like? Cross-border recruitment: a mixed bag? Amid layoffs, this big seller is expanding its staffAmid the recent surge in account bans, a butterfly effect has begun to play out in the cross-border circle. Not only have big sellers suffered heavy losses and begun to lay off employees and reorganize, but many small and medium-sized sellers are also facing business crises. A recent graduate said: The company laid off more than a dozen people because of insufficient cash flow and a serious decline in performance, and I am also unemployed. ▲ The picture comes from Zhiwubuyan Such phenomena have been very common in recent times. It is learned that several large retailers have previously announced the streamlining of their operating staff. In addition, with the bankruptcy or suspension of operations of some small and medium-sized enterprises, a large number of cross-border talents will re-enter the market and seek other ways out. ▲ The picture comes from the seller communication group However, the situation of the big-selling Lege is completely the opposite. At a time when the layoff storm is intensifying, it announced a large-scale expansion. It is learned that recently, Lejia Holdings Co., Ltd. issued the "Prospectus for the Issuance of Stocks to Specific Objects on the Growth Enterprise Market". The announcement stated that in order to ensure the implementation of the projects invested with the raised funds and in accordance with the company's overall business development plan, Lechuang will add more R&D and sales personnel in the coming period. At the same time, Leckey pointed out that since the public overseas warehouse business involves a brand new business area, the company needs to form a new management team and recruit sales promotion personnel, warehouse management personnel, system R&D personnel, etc. with relevant industry backgrounds . Being able to expand recruitment under the current situation is good news for both companies and job seekers. However, except for Leckey, most companies have adopted a conservative approach, and the current employment situation is even more severe for those who have left the company. Where did the operations and the company go? The cross-border employment situation is more severe than beforeIt was found that June and July were the peak periods for cross-border recruitment, and employees who resigned from their original companies had to re-enter the market and look for other job opportunities. But in fact, operations jobs are not that easy to find nowadays. Compared with the eagerness of many companies to recruit talents at the beginning of the year, the cross-border recruitment market is now facing a big cooling. A cross-border headhunter said that although there are many people looking for jobs now, many companies are afraid to expand in order to maintain stability and have suspended their recruitment plans. ▲ The picture comes from the seller communication group
On the forum, a seller expressed his thoughts on recent job hunting: I feel that the recent turmoil has had a great impact, and companies of a certain size have chosen to cut costs and continue to wait and see, resulting in few good companies to choose from in the market. In addition, medium and large companies are generally unwilling to offer high salaries, while many new teams are the opposite of the former. ▲ The picture comes from Zhiwubuyan Similarly, some sellers also said that it is very difficult to find a job these days and that interviews have repeatedly yielded no results. ▲ The picture comes from Zhiwubuyan For employers, it is not easy to recruit suitable cross-border talents. A cross-border person asked, " Aren't there many big sellers laying off employees recently? Has your company seen an increase in the number of people coming for interviews?" ▲ The picture comes from Zhiwubuyan In response to this, a seller replied that the number of people interviewed has not increased recently, but has shown a decreasing trend. There are very few replies to messages sent, and recruitment is still as difficult as ever. Based on the job-hunting experiences of some sellers, we can summarize some common situations in the current cross-border recruitment market: 1. Many companies are in a wait-and-see stage and dare not expand recruitment blindly, resulting in a decrease in the number of available operational positions. 2. Some companies have lowered their salary levels and are more inclined to recruit fresh graduates. 3. The recruitment needs of large companies have decreased, but the talent demand of small companies remains strong. Although the demand for recruitment remains unabated, changes in the market environment and the mismatch in salary requirements, job content and other conditions have made it difficult for both parties to find suitable candidates/companies. With the increase of recruitment routines in the cross-border market, the job search path for operators has become increasingly difficult. The difficult job search path Inventory of the pitfalls of cross-border job huntingIt is learned that some sellers have specially compiled a summary table of cross-border job hunting pitfalls, which records in detail the advantages and disadvantages of some cross-border companies in order to provide job seekers with a reference. However, many sellers still say that in the process of job hunting, they encounter many companies or personnel who are full of routines and are hard to guard against. In the process of job hunting, sellers also have to go through many levels and cut through many generals. It is learned that in cross-border recruitment, there are mainly the following routines: A seller revealed that the salary standards displayed on the positions posted by some cross-border companies on recruitment websites are different from the actual salary standards, and the difference may even be huge. For example, if the salary is 12K-15K, the actual salary is only 8K-10K . The company will not explain this to job seekers before they go for an interview. It is reported that the purpose of cross-border companies writing in this way is to attract more job seekers to apply. It is understood that many sellers have encountered this problem. Some companies say one thing before the interview and another thing after the interview, and never play by the rules. 2. Experience in interview questions It is learned that requiring operators to do questions or practice in the interview process is a common cross-border recruitment method. However, there are also some companies that use the guise of recruitment to trick sellers into giving them experience. Previously, a test paper titled "Basic Operations Questions" was widely circulated in the seller communication group, sparking heated discussions among sellers. It is reported that the operation assessment paper consists of 38 operation management questions and 27 CPC promotion questions. The questions cover various operation strategies and promotion methods. The examination content is so comprehensive and detailed that many sellers are dumbfounded. ▲ The picture comes from Zhiwubuyan Not only does the operations department have to go through all kinds of difficulties during the interview process, but they may also be targeted by the human resources of certain companies and used as a tool for HR assessment. 3. Multiple interviews just to get the numbers A seller said that he had gone through three interviews with a company, but in the end the company only offered a salary of 5,000, which was completely inconsistent with the applicant's intention. The interview is complicated and the company has no real intention to recruit, which is also a common tactic in recruitment. There are also sellers who revealed that a certain HR once bluntly said: Give me some face and come over to make up the number. ▲ The picture comes from the seller communication group Therefore, some sellers have summed up their experience and found that before going to the field for an interview, it is best to consult and verify the content that you are interested in first, to ensure that both parties have a certain intention before going to the interview, so as to avoid wasting both parties' time and energy. Have you encountered the same problem in your job search? Welcome to discuss in the comment section~
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