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3 Top Career Concerns of Young Employees in China

Millenials

In China, by the year 2016, 28.4% of the population were aged 18-35 according to the US Census International Database. This generation have distinct career concerns compared with their precedents or their peers abroad. According to Mercer’s report in 2016, the top 3 employee priorities that are listed “Important” by Chinese employees are:

根据美国人口普查数据库,截止2016年,中国28.4%的人口处于18-35岁年龄段。与之前的年代或国外的同龄人相比,这一代人有着不同的职业诉求。根据美世2016年的报告,中国员工认为“重要”三大职业诉求为:

Illustration depicting a highway gantry sign with a new skills and training concept. Blue sky background.

  1. More/Better training opportunities

While young people in China still hold on to collective responsibility in family and society, they are increasingly seeking individual development. A typical example is selling a fancy car: To older generations, the most efficient way of marketing might be “a better car helps when you are meeting clients”, while for young consumers you have to convince them it gives them a better life. This is the same in marketing to the employees, they have to see their future in working for your company.

更多/更好的培训机会

现在的年轻人依旧坚守在家庭和在社会的集体责任,但同时,他们越来越多地寻求个人发展。一个典型的例子是汽车销售:对于老一辈来说,最有效的营销方式可能是“更好的车能帮你更好地应对客户”,而对于年轻消费者,你必须说服他们这辆车能带来更好的生活。这一点在雇主的品牌营销上同样重要,年轻的求职者必须在你的工作机会中看到他们自己的未来。

Hand and money staircase isolated on white background

  1. Increased pay

Chinese employees are practical about money. When it comes to a business trip in First Class and Five-star, they prefer those things come in cash. They prefer higher figures in their bank account than any other non-cash benefits. This is particularly important as young people are struggling to secure a home in one of China’s top-tier cities because of the high housing prices.

更高的工资

中国员工对待钱的态度非常实在。当谈到一等舱和五星级的商务旅行时,他们更希望这些能以现金的方式兑现。他们对工资单上数字的偏爱超过任何非现金福利。在楼价居高不下、成为年轻人主要生存压力的一线城市中,这一点尤其重要。

3

  1. More autonomy

Interestingly, only two countries out of 15 put it as “important”, and China is one of them. Jane Sun, co-president and COO of Ctrip, a Shanghai-based online travel company with 30,000 young employees, points out that “people born in the 80s tend to question, ‘Why are you my boss?’ And young people born in the 90s don’t care who the boss is. They just want to be themselves.” This is also represented at the bottom of the list: China is one of the only two countries out of 15 classified “A supportive manager” as “Not important”.

In the rest of Mercer’s list, employees in China put “Flexible work practices”, “More paid leave or additional holidays”, and “A manager that stretches my abilities” as “Somewhat Important”. What they see as “Not Important” includes: “A supportive manager”, “A better-designated work environment”, “More responsibility”, and “More realistic/better- allocated workload”.

更多的自主权

在15个国家中,只有2个国家认为这一职业诉求“重要”,而中国是其中之一。携程旅行社的联合总裁兼首席运营官Jane Sun管理着3万名年轻员工,她指出:“八十年代出生的人们往往质疑,‘你凭什么当我的老板?’ 90年代出生的年轻人不关心老板是谁,他们只关心做自己。”这一点也在名单的末尾得到了印证:中国是15个国家中认为“非常支持我的老板”是“不重要”的两个国家之一。

在美世的报告中,中国的员工认为“有点重要”的包括“灵活的工作”、“更多有薪假期或额外的假期”、“锻炼我的能力的老板” 。他们认为“不重要”的包括:“非常支持我的老板”,“更好的工作环境”,“更多责任”和“更可行/更好的工作量”。

Author: Selina Gao, Plusser Marketeer based in Manchester

Source: Chris Russell | CNNMercer

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