Web Recruitment: Reject Homogenization

Such figures show that the online recruitment industry has become an undoubted gold industry, though it appeared in China in the late 90s of last century.

From 2003 to 2011, the average annual compound growth rate of the network recruitment market reached 34.97%.

Such a huge market cake, in the face of thousands of domestic recruitment sites, still seems to be scarce, let alone more recruitment websites are mushrooming.

In such a market environment, how much cake a network recruitment enterprise can get depends largely on how much effort it has made to create its own characteristics.

In this issue, Zhang Jianguo, President of the China talent network, Tao Huiqiong, President of the Internet association and Huang Luzhen, general manager of China Talent Hotline, will discuss with you the difference of competition in the online recruitment industry.

The main products and services include: online recruitment, talent recruitment, SSS, campus recruitment, talent hunting, video recruitment and so on.

Apart from the small scale, the marketing methods of websites are relatively simple, similar to promotion, who pushes the door of customers first and who is the customer.

The service provided by the website is quite simple, and the customer's cognition of the website is also in a very blind state.

First of all, the choice of customers is quite specific, and many personalized needs are put forward.

This has also led to the rapid expansion of the entire network recruitment industry. Several large recruitment websites are trying to seize the market, how to form brand advantages, and some regional websites are also expanding to the whole country, and competition is intensifying.

A lot of enterprises have also been developed. From the Chinese elite network, we began to build the Shenzhen market in 2006, and the sales volume in Shenzhen last year has exceeded 35 million.

More importantly, we have a very good organization system, such as our big client marketing mode.

Big customers have different needs, some are very personalized, we provide personalized solutions to them, rather than simply providing a platform for publishing recruitment information.

This personalized service can not only create more value for customers, but also bring us higher profits.

It is very necessary to set up project teams for enterprises with demand, search for talents for them, even provide preliminary interviews and screening, and finally determine suitable candidates, thus greatly improving the hiring rate.

Not only can enterprises publish job information, but also can inquire about the remuneration standard of the post through "recruitment treasure", and even include job responsibilities and qualifications.

Once there are labor disputes, there are still some cases to tell you how to deal with them.

"Recruitment treasure" can solve many people's resources management problems, which is very necessary for small and medium-sized enterprises with relatively weak talent management ability.

This product has been launched for 3 years, and its customers have exceeded 100 thousand.

Our 3S services and recruitment treasure are not made by one person. We need special people to design their organizational functions and organizational structure.

We have a "Talent Research Center", consisting of more than ten experts in human resources. Each person has at least five or six years of experience in human resource management, basically a master's degree or above, specializing in the labor market and the needs of business customers.

I also did human resource management in HUAWEI for 6 years, and built up a human resource management system for HUAWEI.

So we are very familiar with the needs of our customers.

There are about 30000000 small and medium enterprises in China, about 5 million of the enterprises that have normal recruitment demand every year. At present, the customers of Zhonghua talent net are about about 1000000. Although they have increased by more than 100% each year in the last three years, they are far from all covered, so the market space is not often huge, and the annual growth rate of the whole industry is 40%, the prospect is quite attractive.

What you want is that the top ten thousand enterprises in Shenzhen must be the customers of China Talent Hotline.

The network recruitment industry is different from other industries. Any enterprise wants to recruit people. It must choose the best talent website, because it works best and can recruit people at the first time.

The same applies to job seekers. Since all recruitment websites don't have money, if I put my resume on the best talent website, the chances of getting an interview will be much larger.

In this way, a virtuous circle has been formed. Like snowballs, enterprises are increasingly fond of recruiting people. The more companies they have, the more attractive they are.

In turn, small websites are different. If job seekers hang up their resume to those websites with no reputation, even though they do not want money, there will be no business interviews for one or two months.

This will create a vicious circle, like snowball, fewer and fewer job seekers, and less and less companies. The final result is snowball getting smaller and smaller.

Because the talent website has a strong regional character, there are many recruitment orientations. For example, recruiting people in Southern China area, it is best not to issue job advertisements in Beijing, because job seekers are generally not likely to come to the interview far and wide.

So if a talent website claims that it is the biggest in the world, it is useless. You have to be the first in a specific area, so as to attract enterprises to publish recruitment information and attract excellent job seekers to register their resumes.

It's just that our business ideas are steady and pragmatic. We rely on the money we earn to make a city and make a profit. Then we will continue to make the next city, steadily and steadily, so that we can avoid many risks.

In this place, it may have obvious advantages, and it may be more obvious in another place.

But in any case, differentiation is based on the premise of ensuring recruitment effectiveness.

In addition, whether your website interface is easy to operate, whether you can interact with customers and job seekers accurately is a very important issue.

Taking the China Talent Hotline, we have made many revisions to the website in order to be more humane. At present, the 7.5 edition is used, and there are many humanized designs.

We are also spending a lot of money developing a new recruitment management software.

However, with the popularization of Internet, more and more people are starting to contact the Internet. Therefore, we have lowered the corresponding options. Secondary vocational education and high school education can also register resumes, thus expanding the scope of talent coverage.

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