There is a huge gap of 9.85 million. It is really difficult for cross-border e-commerce to recruit professional talents!

Since cross-border e-commerce mainly relies on foreign buyers, there are still some differences in recruitment from domestic e-commerce recruitment. If you search for recruitment information related to cross-border e-commerce on relevant websites, it is not difficult to find that operations, anchors, technical personnel, etc. have become the main directions of recruitment. The work locations are still mainly in Guangzhou and Shenzhen, and the number of recruitments in other regions has begun to increase. Foreign language skills, work experience, and understanding of the Internet appear most frequently . However, the above conditions are not rigid requirements. Some cross-border companies are more willing to recruit newcomers in order to seek new development, but more companies still hope to recruit professional talents.

At present, there are several prominent problems between cross-border e-commerce recruitment and applicants, mainly focusing on the degree of talent matching, expectations of both parties, mobility , etc.

Enterprises hope to recruit employees with high professional matching, which will not only help save labor costs, but also facilitate the rapid development of the enterprise. However, the reality is always different. Among the current cross-border e-commerce practitioners, many experienced industry insiders have worked in related industries such as logistics and foreign trade in the early years. Cross-border e-commerce can be said to be their later transformation.

With the rise of cross-border e-commerce, people from all walks of life have begun to switch to cross-border e-commerce in recent years. Many newly graduated college students have also taken advantage of the cross-border e-commerce boom to start their own businesses or enter the field, thus promoting the rapid development and competition of cross-border e-commerce.

However, problems often arise in the recruitment process when attracting talent. Employers cannot recruit satisfactory employees, and applicants cannot find companies that meet their expectations . This is like what netizens have previously joked about: "The job I like doesn't like me, and the job I like doesn't like me." The main reason for the unequal expectations of both parties is the applicant's ability and work experience, and the employer's salary and benefits.

Data shows that the average monthly salary for cross-border e-commerce recruitment in the first quarter of this year was 8,755 yuan , and there was a shortage of cross-border e-commerce talents. However, as some netizens commented , "I was averaged out again , haha, is this true? ", the reality is quite different. In addition, the issue of single and double days off has also received more attention, and the age difference of cross-border practitioners is also one of the reasons for the inconsistency of concepts between the two sides.

Some industry insiders said that what cross-border e-commerce really lacks is not the number of people, but the lack of truly professional and stable talents, and ability is proportional to salary.

Cross-border e-commerce

Talent