Analysis by the Hanoi Employment Service Center on the thematic job transaction session for the construction - mechanics - transportation sector shows that the recruitment target according to qualification requirements: The demand for recruiting workers with high school or higher qualifications accounts for the highest proportion: 1,058/1,382 targets, accounting for 76.6%; the demand for recruiting workers with intermediate level - technical workers: 203/1,382 targets, accounting for 14.7%; the demand for recruiting workers with college-university or higher qualifications: 121/1,382 targets, accounting for 8.8%.
Recruitment demand by income level: Targets with high income from 15 million VND/month or more: 87/1. 382 targets (accounting for 6.3%) are concentrated in some positions requiring expertise, high experience and skills such as: management staff, engineers, technicians, construction commanders/supervisors...
Indicators with income levels from 10-15 million VND/month: 271/1. 382 indicators (accounting for 19.6%). This is the income level of positions in engineering, mechanics, construction, transportation, driving, machinery operation, technical staff and some positions requiring experience or professional certificates.
Indicators with income levels from 7-10 million VND/month: 243/1. 382 indicators (accounting for 17.6%). This group mainly focuses on positions of construction workers, mechanical workers, production workers, technicians... and direct labor positions, suitable for groups of workers with technical expertise from elementary level or general labor.
Indicators with income below 7 million VND/month: 73/1. 382 indicators (accounting for 5.3%), mainly simple jobs, production support, seasonal labor, part-time, cleaning, sanitation do not require high professional qualifications and experience.
The agreed income level with 708 targets. This is the salary level agreed upon between the business and the employee during the interview process. The agreed salary level depends on many factors such as skills, experience, education level, job position... ensuring to meet the needs and rights of employees.
Recruitment demand by age group: The age group from 30 and below has the highest recruitment demand with 715/1.382 quotas (accounting for the largest proportion). This is a young workforce, with good health, quick adaptation to new working environments and ready to work in high pressure conditions, therefore, businesses often prioritize recruiting this group.
The age group from 31-40 has 407 targets, accounting for a significant proportion of the total recruitment demand. This is a group of workers who have work experience, stable skills and good discipline, suitable for positions requiring expertise and long-term stability.
The age group from 41-50 has 248 targets. Recruitment demand in this group mainly focuses on jobs that do not require too high labor intensity or positions requiring practical experience.
The age group from 51-60 has the lowest demand with 12 targets. This shows that businesses are less likely to recruit older workers due to limitations in health, adaptability and increasing job requirements.
