How skilled personnel can quickly enter the automotive industry

The automotive industry is divided into two major segments, namely automobile manufacturing and automotive services. The former includes a series of manufacturing such as assembly and assembly before the sale of automobiles, and the latter refers to the after-sales service of automobile sales and maintenance. In the more and more globalized Chinese market, the competition in the auto industry is in fact the innovation and competition in automotive technology. How can a technical talent enter the automotive industry? How does the auto parts industry start from the characteristics of the industry to attract and train talents?

Shanghai Heda Auto Parts Co., Ltd. is jointly invested and built by well-known domestic listed companies Weichai Power, Hunan Torch Motor Group Co., Ltd. and Canadian KINGMARK Co., Ltd., and is a spare part of domestic well-known automobile host companies such as Volkswagen, General Motors, Dongfeng, etc. supplier. Referring to the crossbeams of cars, Harmony is a leader in the industry. Zheng Xiaofang, manager of the Personnel Administration Department of Heda, tells you through his job interviewing experience that the automobile manufacturing industry focuses on four aspects of talent.

One, to have a solid professional knowledge

Ms. Cheng first emphasized that when selecting talents, especially technical R&D personnel, HR professionals in the industry will first focus on the academic qualifications, schools, and majors of the test takers. Those with high academic qualifications and those from elite schools are either smart or diligent, at least indicating that their performance during school is always excellent; professional counterparts are the necessary requirements for technical personnel, and only the talented people of Keban will be able to start at a certain starting point. Adapt and grow quickly.

If the graduates are recruited, the achievement in school is also an important factor, which can indicate to a certain extent the level of preference of the candidates for the profession. In addition, the advantages and disadvantages of the school are also considered by the HR, and the elite effect exists to a great extent. If you recruit social workers, then pay attention to whether the technical requirements of his previous job are related to the current job positions. After all, professional knowledge is an important standard for technical research and development. For example, in the recruitment process, the experienced old engineers who have retired will also be considered to enhance their R&D strength.

Second, look at past industry experience relevance

When the general auto industry recruits non-graduate students, it must have working experience in the automotive industry, unlike other industries that will have large spans in recruitment. Because the department structure and organization structure of the auto industry are basically similar and also have relatively strict work processes, the adaptability of employees recruited from the same industry will certainly be relatively good. Most positions in recruitment do not consider people in other industries because the cost and expense of starting an employee from scratch is too high. We will also consider recruiting new graduates to allow companies to invest in themselves. Of course, the precondition is a professional background counterpart.

Third, seeking practical work hard spirit

Frequent job-hopping is very unfavorable to those who want to develop in the automotive industry. The automotive industry is more concerned with the stability of work than any industry, because mid-level and senior managers in the automotive industry are involved in various types of project management. The project cycle is general. It's a long time, not just a few months, but it's a few years and decades, so the stability of the staff is critical to the success of the project.

A person who frequently changes the working environment cannot completely experience the progress of a complete project, which will greatly reduce personal gains and growth. This is a talent we do not need. In addition, we will often provide opportunities to develop training abroad. The auto industry is so focused on technology. It certainly needs outstanding talents to go abroad to absorb and learn. This is a good opportunity for the improvement of individual comprehensive ability, and frequent job-hopping will be Cause greater losses to both themselves and the company.

Fourth, find new ideas

It is said that the automobile manufacturing industry is a highly-paid technology industry and the technology is developing rapidly. Therefore, the competition in this industry is ultimately the competition of technology. This requires employees to have a certain sense of predictability, rather than rigidly adhere to the status quo, especially for middle and senior managers and technical R & D personnel is even more so. People with a sense of innovation and dedication can foresee what products in the future will be in demand, will be sold well, and lead others to begin research and development. The automotive industry has a high level of technology and always has innovative technologies that the product can use to stay competitive. For example, the successful development of a technology-leading product by R&D personnel can save the company significant costs and open up and occupy a larger market.

Tips There are two types of people in the automotive industry

Although the automobile industry has gradually bid farewell to the era of profiteering as the price of cars has fallen, many companies in the automotive industry have taken actions and plans for layoffs.

However, as the automotive industry is a high-tech industry, from the perspective of the entire industry, the flow of talent in the auto parts/components industry is relatively stable, and the loss of people is not very serious. The average industry turnover rate is only about 4%.

On the contrary, as the impact of the country’s macro-control on the automobile market has significantly weakened, the sales of automobiles have continued to increase. The rise in oil prices has not significantly affected the purchasing enthusiasm of consumers, so it has also led to a large demand for talent in the automotive industry. . According to relevant data, in the next three years, China will urgently need more than 500,000 people in the automotive industry. In this context of demand, the supply of high-level talents in cars with professional backgrounds is in short supply, while the auto industry is gradually linked to high technology, and the requirements for technical personnel are also getting higher and higher. At present, the automotive industry, especially the automotive industry, needs the most complex middle and senior management personnel and technical R&D personnel.