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Rely on Transformation and Upgrade to Achieve Wage-raising Peasant Workers to Enter Jiangsu Province's Textile Enterprises
After the Spring Festival, manufacturing industries across the Pearl River Delta, Yangtze River Delta, and even western China faced a widespread "recruitment crisis." This situation highlights that China's demographic dividend has faded, placing immense pressure on textile companies. In Jiangsu, businesses are not only raising wages but also making every effort to attract and retain workers.
Recruiting frontline operators has become increasingly challenging. Companies report that this year’s employment situation is more difficult than in previous years. “The main issue isn’t finding talent—it’s that frontline workers are more hesitant than before,†said one recruiter. This sentiment is echoed across multiple factories.
To tackle this, the Huafang Group organized a special "Spring Festival Transportation" initiative, helping employees return home and then back to work after the holiday. This strategy proved effective, and the company also brought in over 2,000 new workers through its "Laodaixin" program. Recruitment efforts began as early as November last year, with teams traveling to labor-rich areas during the festival. According to Huafang’s HR head, the company focuses not just on salary, but also on corporate culture and employee growth.
Similarly, Shenghong Group struggled with a shortage of frontline workers, though technical staff remained relatively stable. To keep skilled workers, the company conducts regular internal appraisals tied to salary increases. They’ve also pre-hired a group of workers to train in different workshops, ensuring quick replacements when needed. The company also encourages existing employees to refer new hires, offering rewards for successful introductions.
Red Bean Group started construction on the eighth day of the Lunar New Year, with most employees returning by the second day after the Lantern Festival. With new product lines launching, including underwear, pharmaceuticals, and all-steel tires, the company hired over 2,000 workers—many of whom were referred by current employees.
At Zhangjiagang Jinling Textile Co., Ltd., the workforce gradually returned after the festival. The logistics team ensured proper food and accommodation, and even helped newlywed employees find housing. The company emphasizes creating a learning-friendly environment, systematically training new hires to build a sense of belonging and understanding of the company's values.
Huafang also published a 12-page recruitment special in its internal magazine, "Huafang Daily," highlighting the company’s strengths and involving current employees in the recruitment process. Emotional support and guidance help new hires adapt quickly. The company also assigns dedicated personnel to assist with onboarding, from paperwork to daily life, ensuring a positive first impression.
Red Bean Group surprised frontline workers with a generous New Year bonus package. Skilled workers can earn over 40,000 yuan annually, and those who meet targets receive additional incentives. A star system rewards high-performing employees with benefits like college opportunities and leadership roles.
While wage hikes are common, not all companies can absorb the increased costs. Many are focusing on upgrading operations, improving productivity, and enhancing product value to stay competitive. These strategies are becoming essential for survival in today’s challenging labor market.