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브레이크뉴스 문홍철 기자= 기업 10곳 중 6곳은 직원 채용에 어려움을 겪는 것으로 나타났다. 특히, 중소기업과 외국계 기업에서 직원 채용이 어렵다는 비율이 높았다.
26일 잡코리아에 따르면 최근 기업 인사/채용담당자 211명을 대상으로 평소 인력 채용 시 어려움을 겪는지 질문한 결과, 64.9%가 ‘인력 채용에 어려움을 겪고 있다’고 답했다.
기업 규모별로 살펴보면 중소기업에서 인력 채용 어려움을 호소하는 곳이 67.8%로 가장 많았다. 외국계기업도 64.7%가 채용이 어렵다고 답했다.
반면, 공기업 및 공공기관과 대기업은 인력 채용에 어려움을 겪고 있다고 답한 비율이 각 57.1%와 53.6%로 중기와 외국계 기업보다는 다소 낮았다.
먼저, 중소기업은 연봉 눈높이를 맞추는 것(43.7%)과, 지원자 자체가 별로 없는 것(41.7%)에 어려움을 겪고 있었다.
외국계기업의 경우 필요한 스펙(전공, 경력 등)을 갖춘 인재 찾기(72.7%)를 가장 어려워하는 것으로 나타났다.
대기업은 회사 인재상 및 조직 문화와 어울리는 인재 찾기(46.7%)가 가장 어렵다고 답했고, 공기업에서는 외국계 기업과 마찬가지로 필요한 스펙(전공, 경력 등)을 갖춘 인재 찾기(50.0%)에 어려움을 겪고 있었다.
이 외에도 기업들은 △지원자가 제출한 경력 사항 및 직무 능력 등을 검증하기가 어렵다(28.5%) △채용한지 얼마 안 돼 퇴직하는 직원이 많아 채용업무가 너무 빈번하다(27.7%) △면접 날 노쇼, 허수 지원자가 많다(21.9%) 등도 채용 업무를 진행하며 겪는 어려움이라고 답했다.
아울러 채용이 어려운 직급으로 인사/채용담당자들은 ‘신입사원’을 응답률 54.7%로 가장 많이 선택했다. 다음으로 △경력 3년차 정도의 주임급(43.8%) △경력 5~7년차 대리급(35.8%) △경력 10년차 과장급(21.2%) 순이었다.
채용이 어려운 직무는 ‘국내외 영업’이 응답률 27.0%로 가장 많았다. 이어 △재무/회계(26.3%) △마케팅/홍보(23.4%) △인사/총무(22.6%) △IT/인터넷(17.5%) 등이었다.
한편, 적합한 인재를 찾기 위해 기업들은 △사내 추천제도 운영(39.4%) △직접 이력서 서칭(39.
4%) △헤드헌터 등 전문가에게 의뢰(31.4%) 등의 노력을 기울이는 것으로 조사됐다.
또한, △수습평가 기간 후 정규직 전환 제도 운영(27.7%) △평판조회 진행(10.9%) △면접관 교육 등을 실시(3.6%) 하는 곳도 있었다.
아래는 위의 글을 구글번역이 번역한 영문의 <전문>이다. [Below is an English <Full text> translated by Google Translate.]
"Difficulty hiring employees" due to corporate, annual salary and talent awards
-Reporter Moon Hong-cheol
Six out of ten companies found it difficult to hire employees. In particular, there was a high percentage of SMEs and foreign companies that it was difficult to hire employees.
According to Job Korea on the 26th, as a result of asking 211 corporate personnel/recruiters whether they are having difficulties in hiring employees, 64.9% answered that they are having difficulties in hiring personnel.
When looking at the size of the company, 67.8% of SMEs complained of difficulties in hiring manpower. 64.7% of foreign companies also answered that hiring was difficult.
On the other hand, public enterprises, public institutions, and large corporations answered that they are having difficulty hiring manpower, respectively, with 57.1% and 53.6%, which was somewhat lower than that of medium- and foreign-affiliated companies.
First, SMEs were struggling with meeting the annual salary level (43.7%) and having few applicants (41.7%).
In the case of foreign companies, it was found that it was most difficult to find talent (72.7%) with the necessary specifications (major, career, etc.).
Large corporations answered that it was the most difficult to find talent (46.7%) that matched the company's talent and organizational culture, and public corporations were struggling to find talent (50.0%) with the necessary specifications (major, career, etc.) just like foreign companies.
In addition to this, companies △It is difficult to verify the career details and job skills submitted by applicants (28.5%) △Recruitment work is too frequent (27.7%) because there are many employees who retire shortly after being hired △No show on the day of interview, The number of imaginary applicants (21.9%) also answered that it is the difficulty they face while carrying out the recruitment process.
In addition, since hiring is difficult, personnel/recruiters most often selected “new employee” with a response rate of 54.7%. Next, △ chief salary (43.8%) for 3 years of experience, deputy salary (35.8%) for 5 to 7 years of experience, and manager (21.2%) for 10 years of experience.
For jobs that are difficult to hire,'domestic and overseas sales' was the most common with a response rate of 27.0%. Then, △financial/accounting (26.3%) △marketing/public relations (23.4%) △personnel/general affairs (22.6%) △IT/Internet (17.5%).
Meanwhile, in order to find suitable talent, companies operate △in-house recommendation system (39.4%) △direct resume search (39.
4%) △ It was investigated that they are making efforts such as referrals (31.4%) to experts such as headhunters.
In addition, there were △operating a system for converting to regular workers after the probationary evaluation period (27.7%), △inquiring reputation (10.9%) △interviewer training (3.6%).
