After the Spring Festival, manufacturing sectors across China’s Pearl River Delta, Yangtze River Delta, and even western regions faced a widespread challenge: “recruitment difficulties.†This situation has confirmed that the era of China’s demographic dividend is over, and textile companies are now under unprecedented pressure. In Jiangsu, in addition to offering higher salaries, companies are making every effort to both attract and retain workers.
Recruiting frontline operators has become particularly challenging this year. Employers report that the current 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. The competition for skilled labor is fierce, and companies are adjusting their strategies to stay competitive.
To address this, the Huafang Group organized a special “Spring Festival transportation†service, sending employees home and bringing them back after the holiday. This initiative proved effective, and the company also brought in over 2,000 new workers through referrals. Recruitment efforts started as early as November last year, with branches collaborating in areas rich in labor resources. According to Huafang’s HR representative, the group not only focuses on salary and benefits but also emphasizes corporate culture and employee development to build long-term loyalty.
Similarly, Shenghong Group struggled to find enough frontline workers after the Lunar New Year, though its technical staff remained relatively stable. To retain skilled workers, the company conducts regular internal evaluations tied directly to salary levels. After months of recruitment, the company has met its staffing needs and even pre-hires a group of workers to train for future replacements. Additionally, they encourage existing employees to refer new hires, offering rewards for successful introductions.
Red Bean Group resumed operations just eight days into the new year, with most employees returning by the second day after the Lantern Festival. With new product lines launching, including expansion into underwear and pharmaceuticals, the company recruited over 2,000 workers, many of whom were referred by current employees.
At Zhangjiagang Jinling Textile Co., Ltd., employees gradually returned to work following the festival. The logistics department ensured proper food and accommodation, while also helping newlywed employees find suitable housing. The company strives to create a learning-friendly environment, systematically training new hires to help them understand the company culture and their roles, fostering a sense of belonging and community.
Huafang Group published a 12-page recruitment special edition in its internal newspaper, “Huafang Daily,†highlighting the company’s values and placing employees at the center of the recruitment process. Through emotional engagement and guidance, the company helps new hires adapt quickly. “We don’t spend huge amounts on recruitment, but we must ensure that once we bring people in, we don’t lose them due to poor management,†said a company official. They provide personalized support in areas like housing, meals, and daily life, ensuring a positive first impression.
The Red Bean Group also raised salaries significantly for frontline workers, offering a generous “new-year grant bag.†Skilled workers can earn over 40,000 yuan annually, with performance-based incentives and penalties for underperforming units. Frontline employees are also part of a star system, where top performers receive subsidies, leadership opportunities, and even free college education.
While salary increases are common, not all companies can afford the rising costs. The key to success lies in transformation and upgrading—boosting productivity, increasing product value, and implementing efficient management practices. These strategies are becoming essential for survival in an evolving labor market.
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