What'S Wrong With Recruiting Them In The Past? Getting Out Of The Recruiter Is The Best Policy.

< p > you are working? Of course.

Do you use the recruitment website to succeed?

Which house is it used to forget?

This is the consistency problem faced by all recruitment websites.

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< p > because of this, the recruitment of this annual 4 billion 500 million (AI Statistics), the annual compound growth continued to maintain 28% of the industry, has been in the city of change banner.

Yesterday was 51JOB, Zhaopin recruitment, Chinese talent three points.

In a few days, to catch up with the market, 58 catch up with each other, and even rushed to the gathering network CEO Yang Hao Chung dared to speak publicly at the beginning of the year: "the goal of the next stage of Ganji network is to achieve 1 billion 500 million of the online recruitment revenue within two years, and surpass future worries, and completely change the market situation of China's online recruitment industry."

A few days later, 3W coffee several young people founded the hook hook net, announced $5 million financing, playing a new sky, it seems completely disregard the feelings of the elderly who have been listed for a long time.

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< p > all this seems to be breaking the so-called 7-2-1 law of the Internet, that is, the industry Top2 is based on 70% and 20% of the market, and the remaining 10% are divided by the remaining companies.

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< p > strong > past recruitment, where are they wrong? < /strong > /p >

< p > big companies fail to form firewalls. Why do new inbound players become so unstable?

Where are they wrong? < /p >

< p > first, recruitment is made into advertising rather than service.

From some online recruitment companies, we can see that in the revenue structure, Banner advertising accounts for 40-50% ratio, and downloaded CVS account for 30% of the total proportion. RPO, namely, human resources outsourcing accounts for about 20% of the total space.

This should be the process of allowing the interviewee and the applicant to enjoy the service and become a simple location trading. This violation of user experience can be felt by everyone.

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< p > secondly, the viscosity of products is poor, and users' repeated visits are low.

Recruitment is a low-frequency demand on the user side, so it is difficult to form user stickiness.

At the recruitment end, it is high frequency demand, but at present, it is difficult to sell the resume and advertising mode in bulk, and it is difficult to monopolize the recruitment side, but some products that reduce the cost of the recruitment terminal are popular.

In this regard, Linkedin mode is very good to complete user stickiness. This recruitment website (or recruitment website) has a historical task of joining professional social networking, forming the accumulation of users' historical behavior.

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< p > finally, there is no sense of identity on the platform.

The so-called "birds of a feather flock together", but recruitment is not a group of people, for users, whether to go to the market or 58, 51JOB or pull hook, catch the mouse is a good cat.

At this point, 58 and Ganji have made breakthroughs in the social service class, what security, front-end, sales, assistants and so on, but according to Ganji network, it has helped them get a monthly income of 80 million.

Pull hook, which has something to do in technology segmentation, no matter whether its highly respected "24 hours fast entry" is useful for most users, at least to those in the field, left a good impression of "Internet Co's job search here".

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< p > < strong > out of the "Recruitment" of the two character formula is the best policy < /strong > < /p >

P, the managing partner of Bertelsmann Asia Investment Fund, and dragon, the investor of the investment company, said he invested in the hook because "a truly successful recruitment product needs to form a subculture atmosphere": "found that the language used in every recruitment activity is very attractive, and it is a platform product with its own way, product and new young people. It is not only a simple recruitment, but a community. The information is pparent, dry goods, interactive, fun, young people's career planning growth platform, not simply recruitment."

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< p > Wang Yuhao, founder of everyone's headhunter, said that the recruitment mode of all Joblisting is actually the advertising industry. On the above, we can add some fresh blood to recruitment, such as "the success rate of mutual recommendation among acquaintances will be higher."

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