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브레이크뉴스 문홍철 기자= 취업 문이 좁아졌다고 하지만, 직무 중심의 채용으로 전환되면서 기업들도 원하는 인재를 뽑기가 쉽지 않는 것으로 나타났다.
25일 사람인에 따르면 기업 487개사를 대상으로 ‘상반기 채용 계획 및 실패’ 설문조사를 진행한 결과, 올해 채용을 진행한 응답사(422개사)의 68.7%는 ‘상반기에 계획한 직무의 인원을 채용 못 했다’고 답했다.
기업별로 살펴보면 채용이 어려운 것은 대기업(64.3%)과 중소기업(69.4%)이 모두 겪고 있는 문제였다.
업종별로는 ‘제조’(77.6%), ‘IT/정보통신’(74.5%), ‘서비스업’(69.9%)이 채용난을 가장 심각하게 겪고 있었다.
계획대로 채용이 진행되지 못한 이유는 ‘직무에 적합한 지원자가 없어서’(60%)가 가장 컸다. 실무에 필요한 인원을 바로 뽑아야 하다보니, 채용이 더 신중해 질 수 밖에 없다는 것.
이어 ‘지원자 모수가 너무 적어서’(45.9%), ‘입사한 직원이 조기 퇴사해서’(29.3%), ‘면접 등 후속 전형에 불참해서’(24.8%), ‘기존 직원의 퇴사가 늘어나 채용 인원이 더 늘어나서’(11.4%), ‘코로나19로 인해 채용 계획이 바뀌어서’(3.1%) 등이었다.
이들 기업이 올 상반기 채용한 인원은 계획한 인원의 35% 남짓으로 집계됐다. 평균적으로 10개의 채용 중에 3개만 겨우 채용이 성공한 셈이다.
지난해 상반기과 비교했을 때, ‘지난해보다 더 못 뽑았다’(45.5%)는 기업이 가장 많았다. 취업난 만큼 구인난도 심각한 상태인 것이다. 계속해서 ‘비슷한 수준의 채용이다’(44.8%)가 뒤를 이었고, ‘적합한 인재를 다 채용했다’는 기업은 9.7%에 그쳤다.
전체 응답 기업의 63.4%는 최근 3년간 ‘구인난이 심각해졌다’고 답했다. 채용에 가장 난항을 겪고 있는 직무는 ‘제조/생산’(21%), ‘IT/정보통신(개발자)’(13.9%), ‘영업/영업관리’(12.3%) 순이었다.
이들 기업이 구인난이 지속되는 근본적인 원인으로 꼽은 것은 ‘적합한 후보자의 지원 부족’(75.4%) 이었다. 채용공고가 오픈 된 직무와 딱 맞는 후보자를 뽑기가 어려운 것이다.
채용 어려움을 해소하기 위해 노력하고 있는 기업은 90%가까이(89.3%)였으며, ‘복리후생, 근무환경 개선’(46.5%), ‘연봉(기본급)인상’(45.6%)에 가장 중점을 뒀다. 또한, ‘직원 성장을 위한 지원 확대’(19.9%), ‘자율성 중심의 조직문화 개선’(17.4%), ‘온라인 광고 등 적극적인 홍보활동’(11.8%) 등이었다.
한편, 기업들이 채용 시 가장 중요하게 보는 부문은 ‘직무적합성’(58.1%) 이었다. 이어 ‘장기근속 성향’(12.5%), ‘경력’(11.7%), ‘조직문화 융화’(9.4%) 순이었다.
아래는 위의 글을 구글번역이 번역한 영문의 <전문>이다. [Below is an English <Full text> translated by Google Translate.]
Narrow employment door??..70% of companies failed to hire personnel in the first half of this year
-Reporter Moon Hong-cheol
It is said that the door to employment has narrowed, but it is found that it is not easy for companies to recruit the talent they want as they shift to job-oriented recruitment.
According to Sarain on the 25th, as a result of conducting a 'recruitment plan and failure' survey for 487 companies in the first half of the year, 68.7% of the responding companies (422 companies) that recruited this year said 'recruit people for the jobs planned in the first half of the year' I couldn't,' he replied.
Looking at each company, the difficulty in hiring was a problem faced by both large companies (64.3%) and SMEs (69.4%).
By industry, ‘manufacturing’ (77.6%), ‘IT/information and communication’ (74.5%), and ‘service industry’ (69.9%) suffered the most severe employment difficulties.
The biggest reason that the recruitment did not proceed as planned was because there were no applicants suitable for the job (60%). It is said that hiring the necessary personnel for the job must be immediately selected, which means that the hiring process has to be more prudent.
It was followed by 'the number of applicants was too small' (45.9%), 'the employee who joined the company left early' (29.3%), 'there was no participation in follow-up screening such as interviews' (24.8%), and 'the number of hires due to an increase in the number of existing employees leaving the company' This increased even more' (11.4%) and 'Recruitment plans changed due to COVID-19' (3.1%).
The number of people hired by these companies in the first half of this year was estimated to be around 35% of the planned number. On average, only 3 out of 10 jobs were successfully hired.
Compared with the first half of last year, the largest number of companies were 'they were less likely than last year' (45.5%). The job shortage is as serious as the job shortage. Continuingly, 'recruitment at a similar level' (44.8%) was followed, and only 9.7% of companies said 'recruited all suitable talents'.
63.4% of all responding companies answered that the shortage of jobs has become serious over the past three years. The jobs with the most difficulty in hiring were 'manufacturing/production' (21%), 'IT/information communication (developer)' (13.9%), and 'sales/sales management' (12.3%).
What these companies cited as the root cause of the continued job shortage was 'lack of support from suitable candidates' (75.4%). It is difficult to select candidates that fit the job for which the job posting is open.
Nearly 90% (89.3%) of companies are making efforts to solve recruitment difficulties, and they put the most emphasis on 'welfare benefits and improvement of working environment' (46.5%) and 'salary (basic pay) increase' (45.6%). In addition, 'expansion of support for employee growth' (19.9%), 'improvement of organizational culture centered on autonomy' (17.4%), and 'active public relations activities such as online advertising' (11.8%).
On the other hand, the most important category for companies when hiring was 'job suitability' (58.1%). It was followed by ‘long-term tenure’ (12.5%), ‘career’ (11.7%), and ‘integration of organizational culture’ (9.4%).
