未来一年各行业薪酬增幅预测日前，翰德人力资源集团发布了2013年薪酬与招聘调查报告。翰德今年的薪酬指南包括了制定薪酬时需要考虑的关键因素，针对如何使企业招聘过程效率最大化，减少求职者退出数以及确保较高的最优雇佣人员等问题提出了建议。

The coming year salary growth industries has forecast,John's human resources group released the 2013 compensation and recruitment survey report.John DE this year's salary guidelines include the making of compensation should be considered the key factors,In the light of how to make the enterprise recruitment process efficiency maximization,Reduce the number of job seekers exit and ensure higher optimal hiring staff Suggestions.

　　调查显示，在会计金融业，大多数企业给予现有员工每年10%左右的绩效奖励增幅。奖金、奖励和福利与职业表现相关，长期任职是薪酬方案的典型特征。其中，有专业技能的人才最受青睐。具有融资项目管理或业务合作等能力的人才在职场拥有大量机会。

Investigation shows that,In the financial accounting,Most of the business enterprise give employees about 10% a year growth performance awards.bonus/Bonus and welfare and professional performance related,In the long-term compensation scheme is the typical characteristics.the,Have professional skill talented person is the most popular.It has the financing project management or business cooperation ability in the workplace have a lot of opportunities.

　　而在银行及金融服务业，持续的全球经济不确定性意味着银行与金融服务业员工的薪酬增长可能较为保守，约为6%-10%。业务发展经理、信贷风险管理人员和内部审计人员的需求较高，其薪酬增长可接近10%，在二三线城市尤为明显。

And in banking and financial services,Continuing global economic uncertainty means that Banks and financial services staff salary growth may be more conservative,About 6% - 10%.Business development manager/Credit risk management and internal audit personnel demand is higher,The salary growth can be close to 10%,In two or three line city is especially obvious.

　　此外，在广告与传播行业、市场营销、公关及传统传播行业的员工2013年的薪酬预计将上升5-10%。从事数字和新媒体、电子商务、社交媒体行业并拥有专业知识的员工薪酬预计上升幅度高达20%；在汽车行业，目前中国是全球发展最快的汽车市场，维持这一发展趋势需要大量专业的技术人员，尤其在二三线城市。虽然目前薪酬方案更加精简，奖金不断下降，但求职者依旧雄心勃勃，跳槽时寻求高达25%-30%的薪酬增幅；而在房地产与建筑业，中国房地产价格总体下降，但持续的城市化和政府举措意味着新项目依旧源源不断，薪酬面临着压力：一些企业正削减薪酬，或是减少基本工资，增加浮动奖金。外派人员得到的薪酬方案有可能与国内的管理人员相同；再看制造业与工业，全球经济衰退对于制造业与工业总体造成了一定的负面影响，薪酬增幅从平均30%降至最近的15%。但依然有一些热点行业表现优于其他行业，如医疗、汽车、电力。这些行业的招聘情况依旧旺盛，预期薪酬增幅也高于平均水平。

In addition,In advertising and communication industry/marketing/Public relations and the traditional communication industry employees 2013 salary is expected to rise 5-10%.Engaged in digital and new media/e-commerce/Social media industry and have professional knowledge staff salary expected to rise 20%;In automobile industry,At present China is the world's fastest-growing auto market,Maintain this development trend needs a large number of professional and technical personnel,Especially in two or three line city.Although at present compensation scheme more concise,Bonus falling,But the applicant still ambitious,When job for as high as 25% - 30% salary increase;But in the real estate and construction,China's real estate prices generally fell,But continued urbanization and government measures means that the new project is still continuously,Salary facing pressure:Some companies are cutting salary,Or reduce the basic wage,Increase floating bonus.Expatriates get salary scheme may and domestic management the same;Look at manufacturing and industrial,The global economic slump for manufacturing and industrial overall caused certain negative influence,Salary increase from an average of 30% to 15% of the recent.But there are still some hot industry performance is better than other industries,Such as medical/car/power.These industries recruitment situation is still strong,Expected salary increase is also well above average.

　　求职者放弃要约首因薪酬未达预期本次调查还显示，有三分之二的职场人士在求职过程中最终放弃工作机会，人才短缺的中国人才市场使得雇主越来越处于弱势地位，而一位求职者的中途退出，对企业而言不可避免地会带来招聘成本的增加，而且职位空缺会对生产力和现有团队的士气产生不利影响。

Job seekers to give up the offer because the first pay outstanding expected this survey also showed,Two-thirds of the workplace people in the job search process finally give up work opportunity,Talent shortage of Chinese talent market that employers are becoming weak position,And a job seekers fall by the wayside,Speaking of the enterprise will inevitably bring the increased cost of recruitment,And the vacancy of the productive forces and the existing produce unfavorable effects on the morale of the team.

　　其中，75%的雇主表示，他们预期求职者会在招聘过程中的某一阶段退出。40%的企业称中途退出的求职者比例正在不断上升。五分之一的雇主表示，求职者一般会在投递申请后的首次面试期间退出，因为此时求职者往往面临着各种机会。

the,75% of employers said,They expect applicants will be in the process of hiring a stage exit.40% of the enterprise says fall by the wayside job seekers proportion is rising.One 5 of the employers said,Job seekers in general will be delivered after application for the first time during the interview out,Because the job seekers are often faced with a variety of opportunities.

　　更令人担忧的是，三分之二的求职者在收到工作邀请后选择放弃，其首要原因是薪酬未达到预期水平，其次是因为其他公司提供了更为丰厚的条件，以及求职者认为给予工作机会的企业缺少职业发展机会。

More worrying is,Two thirds of the applicant in the received the invitation after work choose to give up,The first reason is that the pay have not achieved the desired level,Secondly because other companies provide a more generous terms,And job seekers think to offer the working opportunity enterprise lack of career development opportunities.

　　对此，翰德上海分公司总经理毕琳表示：“我们意识到这是一个由求职者主导的市场，在吸引人才、留住人才方面都提出了挑战。但作为雇主，我们会采取行动扭转这一趋势，使自己在为企业寻求人才的过程中处于优势。”

this,John DE Shanghai division general manager BiLin said:"We realize that this is a leading market by the applicant,In attracting talent/Retain talent has challenged.But as an employer,We will take action to reverse this trend,Make yourself in the process of seeking talents for the enterprise is advantage."

　　“在一开始就确定不存在中间地带的情况下，明确薪酬以及是否有谈判余地可保证不浪费彼此的时间，这对雇佣双方都有利。”毕琳认为，“在人才短缺的市场中，企业应该保证给出的薪酬与市场水平保持一致，并反映出该岗位对公司的重要性。若因企业没能给出有竞争力的薪酬筹码，或未考虑到一个正确职位人选的价值，会导致职位空缺，从而带来机会成本。”

"In the beginning it sure does not exist under the condition of the borderland,Clear salary and whether there is room for negotiation can promise not to waste the time of each other,This will benefit both of employment."BiLin think,"In talents shortage in the market,Enterprise should ensure that the given compensation and market level consistent,And reflect the position of the importance of the company.If by enterprise didn't give a competitive salary chip,Or not considering a right position in the value of the candidate,Can lead to vacancy,Thus to bring the opportunity cost."

　　此外，薪酬虽然重要，但并非是影响求职者抉择的惟一因素。职业发展、培训和借调机会、企业文化、奖金，还有股票期权等，这些因素都变得越来越重要。

In addition,Salary, though important,But is not the only factor influence job choice.Career development/Training and on loan opportunities/Enterprise culture/bonus,And stock options, etc,All of these factors become more and more important.

　　翰德在本次报告中强调，雇主应关注三个重要领域：精简招聘流程，与求职者形成双向沟通，在薪酬、福利和其他工作优势方面对潜在员工开诚布公。

John's in this stressed in the report,The employer should pay attention to three important areas:Streamline recruitment process,And job seekers form two-way communication,In the salary/Welfare and other work advantage to open potential employees.

　　调查显示，五分之二的雇主称平均招聘流程为6-8周，还有三分之一的雇主表示会长达9周以上。招聘周期越长，求职者就越容易认为雇主无心留人，继而脱离企业，寻求其他机会。

Investigation shows that,Two 5 of the employers say average recruitment process for six to eight weeks,And a third of employers said President up to 9 weeks or more.The longer the recruitment period,Job seekers is easy to believe that the employer to attract a,Then from the enterprise,Seek other opportunities.

　　而近三分之二（62.3%）的求职者在没有收到企业消息的情况下经历过长时间等待。对此，翰德人力资源顾问建议，雇主应更多地给予求职者最新信息，使其积极参与其中。对于招聘岗位所面临的机遇和挑战，面试官应实事求是，积极传达出为本公司效力的好处，展示出公司品牌和文化的质量与诚信。

And almost two-thirds(62.3%)Job seekers in not received enterprise news cases through long time waiting.this,John's human resources consulting advice,The employer shall give more job seekers the latest information,Make its active participation in which.For recruitment position facing the opportunities and challenges,The interviewer should seek truth from facts,Positive conveys to the company the benefits of effectiveness,Show the company's brand and culture quality and good faith.

　　毕琳表示：“员工追求的是一份诱人的薪水及对未来职业发展机会的清晰蓝图。在人才短缺的市场背景下，雇主要更多地传达这方面的信息。”

BiLin said:"Employees are in pursuit of an attractive salary and career development opportunity for the future of the clear blueprint.In the talent shortage under the background of market,The employer should convey more information."