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What is the talent gap in Chinese chips? China's chip talent gap is 300000

According to beiqing.com, the insight into chip talent data in 2019 released by a recruitment website on the 27th shows that the talent salary in the chip industry is low and the gap is large. Industry insiders said that at present, due to the relatively large input-output ratio and high R & D investment in the domestic chip industry, enterprise profits are limited and talent salaries are lower than those in other industries.

The average monthly salary of chip talents is 10420 yuan

According to the data reported on the recruitment website, in 2019, the average recruitment salary of talents in the chip industry was 10420 yuan, and the average recruitment salary of chip talents with ten years of work experience was 19550 yuan, only half of the salary level of software talents with the same working years.

According to the data, the top 5 majors of chip talents are electronic information engineering (18.69%), automation (10.63%), electrical engineering and automation (9.02%), electronic information science and Technology (5.02%) and measurement and control technology and instruments (4.97%). The above five majors mainly involve chip design.

An employee who received the employment notice from Huawei Hisilicon in 2018 told the reporter of Beiqing daily, "I graduated from a doctor, and the salary is discussed separately. The company gives me a monthly salary of about 20000 yuan. With the year-end bonus, the annual salary may be about 400000 yuan." He said, "however, undergraduate and master's students are far less than this number."

Some Huawei employees commented to the reporter of Beiqing daily that many internal employees believe that Hisilicon's salary is not high within the company. The reason is, 'maybe Hisilicon's products are not sold out, do not directly generate income, and there is a lot of R & D investment.'

Slow growth limits salary growth

'it's also a technician, who has a high salary and a good way out for software; It's not good to make hardware. It's not only hard, but also the salary is low. " Wu Zihao, a professor in key universities in the field of chips, sighed.

Slow growth and long iteration cycle are one of the important reasons to limit the salary increase of chip talents. Lin bin, an R & D Engineer, said that after entering the job, fresh students generally have to go through four or five chip project cycles, each cycle of half a year to two years, and then they can start to 'take charge of their own'.

An IC investor also believes that the excellent talents needed by enterprises can be directly started, while the newly graduated students need a lot of training and long-term precipitation, which is far from the two. A university teacher said that enterprises are reluctant to accept short-term student practice, and even if they do, they will not give students sufficient exercise opportunities on the grounds of secret involvement.

Chip talent gap exceeds 300000

According to the statistical analysis of the white paper on talents in China's integrated circuit industry (2017-2018), by 2020, the demand for talents in China's integrated circuit industry will be about 720000. By the end of 2017, the existing talent stock in China's integrated circuit industry will be about 400000, the talent gap will be 320000, and the average annual talent demand will be about 100000. In 2017, less than 30000 of the 200000 college graduates majoring in integrated circuit entered the industry for employment. Relying solely on Colleges and universities can not meet the supply requirements of talents.

In fact, in addition to the lack of talents, the high brain drain rate in the integrated circuit industry has also become a common problem in the industry. Over the years, the low salary environment has led to the low salary expectations of chip practitioners. Most college graduates majoring in integrated circuits prefer to go to the Internet, computer software, it services, communication, real estate and other industries.

Promote the application and construction of relevant first-class disciplines

Taking Huawei as an example, an important measure to deal with the lack of chip talents is' promoting recruitment with use '. " We need to change the recruitment method of the past. Real experts and supervisors can't go to the front line, and personnel don't look at resumes and interviews deeply, resulting in large-scale entry and departure. Not only irresponsible to the company, but also irresponsible to employees. We should constantly enrich the team and choose the right people. " On April 29, a Huawei internal email issued by Ren Zhengfei on the official website of Huawei Xinsheng community said.

In addition to continuing to strengthen talent training in Colleges and universities, it is also necessary to promote the application and construction of first-class disciplines related to microelectronics and integrated circuits, narrow the gap between talent training in Colleges and universities and employment needs of enterprises, and promote the 'supply side structure reform' of integrated circuit talents.