How To Use The Network Platform For Talent Introduction

Core tips

In recent years, the Internet

At the same time, the number of skilled workers in our city was 380 thousand, of which 94 thousand were highly skilled personnel, accounting for only 24.7% of the number of skilled workers employed.

1, recruitment websites are everywhere.

"Now there are 10 websites for talents with Luoyang domain names, and fewer than ten websites for recruiting and distributing information."

Yesterday, the Luoyang municipal personnel and Public Service Center Information Department Xu Ruyi introduced that these websites not only provide all kinds of professional personnel service information, but also engage in various personnel agents.

Luoyang talent network official said, Luoyang talent network in 2008 only 1316 enterprises signed employment information release, clicks only 30 million times, and last year on the website signed recruitment information enterprise more than 2500, click to 6000 million times.

According to the latest data released by the 2010-2011 China Internet data report, the size of China's Internet Internet recruitment market last year was 3 billion 640 million yuan, and it is expected to exceed 5 billion yuan in 2012. The growth rate of the Internet recruitment market will stabilize at around 20% in the next 3 years, and the network recruitment market will have greater room for development.

2, the role of network recruitment is not obvious.

After browsing the pages of many talent websites, reporters found that most of the units that publish recruitment information are small and medium-sized enterprises, and most of them are service and technical posts.

The person in charge of a website told reporters that more than 90% of the recruitment information is coming from small and medium-sized enterprises.

Liu Yubing, head of personnel affairs at a new energy enterprise in the hi tech Zone, said they had also tried to recruit talents through the Internet platform.

Although units publish information on the Internet, they can receive hundreds of applications every day. However, because the materials provided by applicants are hard to distinguish, recruiters are still using traditional methods.

Liu Wenbo, general manager of Luoyang Heng Kai technology company, said that the current use of the Internet is mostly for young people, or for people engaged in high-tech industries. The role of online recruitment is not obvious for those who do not have access to the Internet or use less Internet.

In addition, some talent recruitment websites simply move the recruitment information to the Internet and "hang up". Most of them do not pay much attention to the effect of the latter, resulting in poor recruitment results.

3. How to use the network platform for talent introduction

"As one of the 9 leading TD network pilot cities identified by China Mobile group, our city has unique conditions for developing network talent recruitment."

Xu Ruyi said that as of the end of last year, the total length of optical cable in our city reached 64 thousand and 100 kilometers, and the number of fixed Internet access reached 600 thousand, with an access rate of 9 households / 100 people.

A better network infrastructure provides a reliable guarantee for our city to introduce talents through the network platform.

Xu Ruyi expresses that it is the key to strengthen the construction of soft environment by leveraging network platform to attract talents.

The soft environment construction is embodied in two aspects: one is personnel training, the two is to establish the credibility system of recruitment website.

Xu Ruyi suggests that all job recruitment websites should focus on strengthening the training of website practitioners in terms of market supply and demand, changes in relevant personnel systems, and market planning and promotion capabilities, so as to attract more recruiters.

As for how to establish the integrity system of recruitment websites, some industry insiders suggest that the network management department should be responsible for formulating some targeted recruitment policies and regulations, so that those who maliciously infringe on others' privacy and cause others' reputation and economic losses in network job hunting shall bear legal liability.

At the same time, recruitment website can not just be an information dissemination platform, while issuing relevant recruitment information, we must strictly control the information released by enterprises and job seekers.