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브레이크뉴스 문홍철 기자= 글로벌 경기침체 지속, 고금리·고환율, 중국발 경제위기 우려 등 대내외 불확실성 가중으로 기업심리가 위축되면서 올해 하반기 청년 취업시장이 전년보다 나아지기는 어려울 것으로 보인다.
11일 전국경제인연합회에 따르면 여론조사기관 리서치앤리서치에 의뢰해 매출액 500대 기업을 대상으로 ‘2023년 하반기 대졸 신규채용 계획’을 조사한 결과, 응답 기업 10개사 중 6개사 이상(64.6%)은 올해 하반기 신규채용 계획을 수립하지 못했거나, 채용하지 않을 것이라고 응답했다. 이 중 채용계획 미수립 기업은 48.0%, 채용이 없는 기업은 16.6%였다.
올해 하반기 채용계획이 미정이라고 응답한 비중인 48.0%는 작년 하반기(44.6%)보다 3.4%p 증가한 수준이고, 채용이 없다고 응답한 비중인 16.6%는 작년 하반기(17.4%)보다 0.8%p 감소한 수준이다.
올해 하반기 신규채용 계획을 수립한 기업 비중은 35.4%로, 이 중 전년 대비 채용 규모를 △비슷한 수준으로 유지하겠다는 기업은 57.8%, △줄이겠다는 기업은 24.4% △늘리겠다는 기업은 17.8%로 나타났다.
2022년 하반기 조사와 비교하면, 전년 대비 채용을 줄이겠다는 기업 비중(24.4%)은 지난해(13.0%)에 비해 11.4%p 늘었고, 전년 대비 채용을 늘리겠다는 기업 비중(17.8%)은 지난해(37.0%)보다 19.2%p 줄었다.
기업들은 신규채용을 하지 않거나 채용 규모를 늘리지 않겠다고 한 이유에 대해 ‘수익성 악화·경영 불확실성 대응을 위한 긴축경영 돌입(25.3%)’을 가장 많이 꼽았다. 이어 글로벌 경기침체 장기화, 고금리·고환율 등으로 인한 경기 악화(19.0%)와, 원자재 가격 상승, 인건비 증가 등에 대비한 비용 절감(15.2%) 등을 주요 이유로 지목했다.
신규채용을 늘리겠다고 응답한 기업들은 그 이유로 ‘경기 상황에 관계없이 미래인재 확보 차원’(33.4%)를 가장 많이 지목했다. 이어 신산업 또는 새로운 직군에 대한 인력 수요 증가(22.2%)와, 회사가 속한 업종의 경기상황이 좋거나 좋아질 전망(22.2%) 등을 꼽았다.
기업들은 올해 대졸 취업 경쟁이 작년보다 치열할 것으로 내다봤다. 올해 대졸 신규채용 예상 경쟁률은 평균 81대 1로 조사됐다.
응답 비중별로는 △30~60대 1(29.7%) △1~30대 1(21.5%) △60~90대 1(14.9%) 순이었다.
작년 대졸 신규채용 경쟁률은 응답기업 평균 77대 1로 집계됐다. 응답 비중별로는 △30~60대 1(37.1%) △1~30대 1(21.0%) △90~120대 1(13.7%) 순이었다.
청년들의 취업난이 심각한 상황인데도, 기업들은 정작 원하는 인재를 찾지 못하는 일자리 미스매치 현상도 나타나고 있다. 이번 조사에서 기업들은 신규채용 관련 애로사항으로 ‘적합한 인재 찾기 어려움’(30.9%)을 가장 많이 꼽았다.
대기업의 구인난은 실제로 확대되는 추세다. 올해 상반기 기준, 300인 이상 사업장에서 적극적으로 구인했으나 채용하지 못한 인원(미충원 인원)은 1만2000명으로, 3년 전인 2020년 상반기 6000명) 비해 2배 가까이 높은 수준이다.
지난해 대졸 신규입사자 5명 중 1명(21.9%)은 경력을 가지고 신입직으로 지원한 소위 ‘중고신입’이었던 것으로 나타났다. 대졸 신규입사자 중 ‘중고신입’ 비중은 △1%~10%(23.6%) △20%~30%(22.8%) △10%~20%(19.7%) △30% ~40%(12.6%) 순이었다.
‘중고신입’의 경력 기간은 평균 1.4년이었다. 구체적인 응답 비중을 보면, △1~2년(48.3%) △6개월∼1년(32.2%) △2년∼3년 미만(12.7%) △6개월 미만(4.2%) 등이었다.
한편, 기업들은 대졸 신규채용을 확대하기 위한 정책과제로 △규제 완화를 통한 기업투자 및 고용 확대 유도(39.4%) △고용증가 기업 인센티브 확대(25.2%) △신산업 성장동력 분야 기업 지원(15.7%) △진로지도 강화, 취업정보 제공 등 미스매치 해소(8.7%) 등을 꼽았다.
추광호 전경련 경제산업본부장은 “최근 기업들은 경기침체로 인한 경영실적 악화, 중국경제 불안정․고금리·고환율 등 경영 불확실성 증폭으로 채용을 보수적으로 계획하고 있는 상황”이라며 “정부와 국회가 규제 혁파, 노동개혁, 조세부담 완화 등 기업 활력을 위한 제도적 지원으로 고용 여력을 확충시킬 필요가 있다”고 강조했다.
break9874@naver.com
*아래는 위 기사를 '구글 번역'으로 번역한 영문 기사의 [전문]입니다. '구글번역'은 이해도 높이기를 위해 노력하고 있습니다. 영문 번역에 오류가 있을 수 있음을 전제로 합니다.<*The following is [the full text] of the English article translated by 'Google Translate'. 'Google Translate' is working hard to improve understanding. It is assumed that there may be errors in the English translation.>
The second half of this year is also difficult for large companies.. “There are no plans for new hiring, or they are undecided.”
Business sentiment is weakening due to the continued global economic downturn and increasing internal and external uncertainties such as high interest rates and exchange rates.
Break News Reporter Moon Hong-cheol= It is expected that it will be difficult for the youth job market in the second half of this year to improve compared to the previous year as business sentiment is weakened due to increasing internal and external uncertainties such as the continued global economic recession, high interest rates and exchange rates, and concerns about an economic crisis originating in China.
According to the Federation of Korean Industries on the 11th, as a result of a survey conducted by the public opinion polling agency Research & Research on 'plans to hire new college graduates in the second half of 2023' targeting the top 500 companies in sales, more than 6 out of 10 responding companies (64.6%) said they would hire new college graduates this year. They responded that they had not established a plan for new recruitment in the second half of the year or that they would not be hiring. Among these, 48.0% of companies did not have a hiring plan in place, and 16.6% of companies had no hiring plans.
The proportion of 48.0% who responded that they have undecided hiring plans for the second half of this year is a 3.4% point increase from the second half of last year (44.6%), and the proportion of 16.6% who responded that they have no hiring is a 0.8% point decrease from the second half of last year (17.4%). am.
The proportion of companies that have established plans for new hiring in the second half of this year is 35.4%, of which 57.8% plan to maintain the hiring scale at a similar level compared to the previous year, 24.4% plan to reduce it, and 17.8% plan to increase it.
Compared to the survey in the second half of 2022, the proportion of companies planning to reduce hiring compared to the previous year (24.4%) increased by 11.4 percentage points compared to last year (13.0%), and the proportion of companies planning to increase hiring compared to the previous year (17.8%) increased by 11.4% compared to last year (37.0%). ) decreased by 19.2% points.
The most common reason companies cited for not hiring new employees or increasing the number of employees was ‘deteriorating profitability and entering into austerity management to respond to management uncertainty (25.3%).’ Next, the main reasons were the worsening economy due to the prolonged global economic recession, high interest rates and high exchange rates (19.0%), and cost reduction in preparation for rising raw material prices and increased labor costs (15.2%).
Companies that responded that they would increase new hiring most often cited ‘securing future talent regardless of economic conditions’ (33.4%) as the reason. Next, they cited an increase in the demand for manpower for new industries or new occupations (22.2%) and the economic situation of the industry in which the company belongs is good or expected to improve (22.2%).
Companies predict that competition for college graduates this year will be fiercer than last year. The expected competition rate for new college graduates this year was found to be 81 to 1 on average.
By response proportion, the order was 1 in 30s to 60s (29.7%), 1 in 1s to 30s (21.5%), and 1 in 60s to 90s (14.9%).
Last year, the competition rate for new college graduates was calculated to be 77 to 1 on average among responding companies. By response proportion, the order was 1 in 30s to 60s (37.1%), 1 in 1s to 30s (21.0%), and 1 in 90s to 120s (13.7%).
Even though young people are facing serious difficulties in finding employment, there is also a job mismatch phenomenon where companies are unable to find the talent they want. In this survey, companies cited ‘difficulty finding suitable talent’ (30.9%) as the most common difficulty in recruiting new employees.
The hiring crisis at large companies is actually increasing. As of the first half of this year, the number of people actively recruited but not hired (unfilled people) at workplaces with 300 or more employees is 12,000, which is nearly twice as high as the number of people (6,000 in the first half of 2020, three years ago).
Last year, one out of five new college graduates (21.9%) were found to be so-called ‘second-hand recruits’ who applied for new positions with experience. Among new college graduates, the proportion of 'second-hand new hires' is △1%~10% (23.6%) △20%~30% (22.8%) △10%~20% (19.7%) △30%~40% (12.6%) It was in order.
The average length of experience for ‘used and new recruits’ was 1.4 years. Looking at the specific response proportion, it was △1 to 2 years (48.3%) △6 months to 1 year (32.2%) △2 years to less than 3 years (12.7%) △less than 6 months (4.2%).
Meanwhile, companies' policy tasks to expand new college graduate recruitment are: △ Inducing expansion of corporate investment and employment through deregulation (39.4%) △ Expanding incentives for companies to increase employment (25.2%) △ Supporting companies in new industry growth engines (15.7%) △Resolving mismatches such as strengthening career guidance and providing employment information (8.7%) were cited.
Choo Kwang-ho, head of the Economy and Industry Division of the Federation of Korean Industries, said, “Recently, companies are making conservative hiring plans due to worsening business performance due to the economic downturn, instability in the Chinese economy, and increased management uncertainties such as high interest rates and high exchange rates.” He added, “The government and National Assembly are pushing for deregulation and labor reform.” “There is a need to expand employment capacity through institutional support for corporate vitality, such as easing the tax burden,” he emphasized.
