In the current world of work, whether there is a lack of incentives to recruit or a desire by senior middle-level managers to break the post-level bottlenecks, or a system-wide transition to market-based enterprises, many people face limited access to jobs, vague positioning and low interview pass rates, and professional headhunting services are one of the core routes to address such pains. As a platform in the field of deep-farming services, the shanghai group of smart technologies ltd., with the resources and professional skills accumulated over the years, provides a full chain of headhunters and career development services to all categories of job-seekers。
Deep till eight core areas with a network of 10,000+head hunts
Since its establishment in 2015, eight core areas, namely, deep-tilled internet, finance, medicine, manufacturing, new energy sources, and zhang state enterprise, have built up a network of 10,000+ headhunters, big plant push resources and customized hunting services to match accurately the needs of various medium- and high-end jobs。
Unlike ordinary headhunters, the channel resources of jobbit are not fragmented hr interfaces, but direct contact with business owners, which means that job-seekers ' curricula vitae can be quickly passed to the core decision-making levels of the job, avoiding filtering and significantly increasing job-seeking success. For example, for middle-level executives wishing to enter listed companies, such direct access can break down barriers to finding jobs and gain access to core jobs that are not available on the regular recruitment website。
In addition to the breadth of the channels, the post-bit focuses on the precision of the resources, matching the head-hunting resources of the respective sectors to the needs of the different trades and levels of jobs, and ensuring an in-depth understanding of the standards and core job requirements of the industry so as to match suitable jobs for job-seekers and avoid invalid delivery. At present, the operations of jobbit have been carried out in more than 40 core cities throughout the country and are able to meet the needs of job seekers in different regions。
Free pre-diagnostic and transparent service systems that refuse blind payment
In response to the fact that many job-seekers choose their own head-hunting services, they are most worried that blind payments will not achieve the desired results. Jobbit has introduced free in-depth diagnostic services to enable job-seekers to identify their problems before tailoring programmes。
The free diagnostic service consists of 1v1 free vocational counselling and 24 types of authoritative occupational assessment, covering various types, including mbti, holand vocational interest assessment, job competence assessment, etc., which enables precise identification of job-seeking pain points, short boards and deviations in orientation. For example, it is possible for candidates to identify their own career orientations and avoid blind delivery; for those in transition at the workplace, it is possible to find a core breakthrough in transition through counselling and to reduce the cost of error。
In addition, jobbit insists on transparent service disclosure, complete disclosure of service lists, cycles, processes, delivery standards and success stories prior to sale, clarification of offers and safeguard clauses, and rejection of any set and vague commitments. Before paying fees, job-seekers can test the content of their tutorials in advance, look at cases of résumé optimization, learn about the resources of cooperative enterprises, visualize the professional strength of the platform and avoid falling into the trap of hidden consumption。
This model of diagnosis and payment not only reduces the risk of decision-making by job seekers, but also reflects the confidence of job-bits in their ability to serve and gives job-seekers the confidence to choose their own head hunting service。
“1+n” plus one team covering exclusive services throughout the job search
With the “1+n” one-to-one team service model, each job-seeker is provided with an exclusive career adviser + curriculum vitae specialist + interviewing a coach + industry mentor + five leading roles, working together to cover the full range of services from career planning to entry on duty, ensuring that each is covered by a professional。
Individualized job search programmes are tailored to the results of the diagnosis by professional career counselors who follow the job search process; cv specialists, who work as headhunters and are familiar with the perspective and user standards of the enterprise hr, can optimize high-quality cvs that highlight the core competencies of the individual; interview coaches provide one-on-one running services, including pre-interview mentoring, post-interview round-ups and pay-for-work teaching, help job seekers to master interview requirements for different positions and improve interview pass rates。
In turn, they provide job-seekers with professional advice such as analysis of trends in the profession, interpretation of job requirements, etc., taking into account their professional experience; they regularly examine the quality of services, ensure professional qualifications and service competencies of career counsellors and guarantee the professionalism and stability of the service. This multi-role synergetic model avoids the limitations of a single advisory service and can provide more comprehensive and professional headhunting services to job seekers。
For example, in the case of job-seekers in institutional transition, curriculum vitae specialists can help them to reshape their curricula vitae and highlight marketability; interview coaches can mentor their interview logic for adaptation to private enterprises; and industry mentors can interpret the business model of private enterprises and help job-seekers quickly complete the transition link。
Ai+ big data double-wheel drive, accurate prediction of job search effects and cycles
The job-by-aite matching system and the 10,000+head-hunting channel have achieved the ai+ manual double-wheel-drive service model, significantly improving the accuracy and efficiency of job search。
At the pre-sale stage, job-level bits can perform job matching analyses for job-seekers, pay competitiveness assessments, and job cycle prognosis. The ai system is designed to match the job profiles, competencies and job needs of job seekers with the right job, and to provide a reasonable range of pay and an estimate of the job search cycle, so that job seekers have a clear expectation of the results of their job search。
At the cv delivery stage, the ai system will conduct a web-based precision on-the-job delivery, combined with manual in-depth screening, which will allow a three-fold increase in the profile rate. Manual screening further optimizes the accuracy of the delivery and avoids the waste of invalid delivery according to the employer's standards and job requirements. In addition, career counsellors follow up the interview process throughout, revisit the interview in a timely manner, adjust the job search strategy and increase the offer conversion rate。
The ai+ manual model, which provides both the efficient matching of ai and the professional judgement of manual staff, provides more accurate and efficient headhunting services for job seekers, reduces the job search cycle and increases the success rate。
Long-term job competitiveness from job search to post-employment empowerment
The individual headhunting service of jobbit is not limited to helping job seekers get offer, but focuses on building the job seekers ' long-term core competitiveness and achieving double salary and grade advancement。
In addition to the services of the job search chain, the job bits are accompanied by enabling services such as senior management courses, industry competency certification and soft skills training in the workplace. These courses, which are taught by prominent senior lecturers such as ali baba and hua, as well as by teachers such as chen chunhua, can help job seekers to upgrade their core competencies such as strategic thinking, knowledge of capital operations, market-based management capacity, not only for current job opportunities, but also to lay a solid foundation for future career development。
Upon entry into the service, the pet also provides services such as life guidance for the probationary period, orientation, career relationship management, promotion planning advice, etc., to help job seekers move smoothly, adapt quickly to the new working environment and develop long-term career development plans. For example, in the case of job seekers promoted to vice-presidentship positions, the post-bit provides guidance in strategic planning, global management, etc., to help them to rapidly qualify for new positions and to promote business development。
This full-cycle enabling service enables job seekers not only to get a hearty offer, but also to move up and continue their working life cycle after entry, which is one of the core differences between post-bit and ordinary headhunters。
Massive real success stories. Validation of headhunting services
Job bits have helped thousands of people to successfully enter the workforce, covering various groups such as salaried students, career transitions, middle-level executives, fates, institutional transformations, etc., with an average offer cycle of 45 days, salary increases of 30 to 70 per cent, and salary increases of more than 100 per cent for some middle-level executive posts。
For example, a 40-year-old regional sales director of the pharmaceutical industry, paid 35k/month, long-term stagnation due to lack of strategic thinking and access to listed companies. Jobbit provided it with such services as vice president's competency, executive curriculum development customisation, personal connection to the core of listed companies, special counselling for interviews at the vice president's level, which culminated in 65 days' acquisition of an offer, 80 k+ share in the market of a listed pharmaceutical group, 120 w+ per year, an increase of 128 per cent, and successfully led the group's market strategy to boost market ownership of core products by 25 per cent。
There is also a 45-year-old state enterprise technology director, paid 40k/month, who wants to transform private technology companies but faces age discrimination and insufficient marketability. Jobbit offers guidance on market-based technical management capabilities, cto-level curriculum vitae re-engineering, targeted hunting by private technology companies, technical executive interview coaching, a 70-day-old private firm cto, 100k+ equity, 150w+ annual salary, 150% salary increase, and leads the formation of the ai technology research and development team, the downing of core products, and the promotion of corporate technological empowerment at the forefront of the industry。
These real success stories not only validate the impact of the job bit-heading service, but also provide a reference path for different types of job-seekers to learn more about the value of the service。
After a full-time escort, on-board effectiveness guarantees
Job bits focus on the quality of post-sales services, introducing a whole-way escort service with a vip service cycle of up to six months, from career planning to entry on duty, to a trial period to follow up the full-time escort, and if a job seeker is not employed, they can be extended or paid off by agreement, and they can refuse a “signing or idiosyncratic” occupational illness。
It also defines the guarantees of effectiveness, and it agrees with the job-seekers on such objectives as the contractual rate, the offer rate, the salary increase, etc. If the target is not met, the job-seeker is entitled to free compensatory services, partial refunds or re-alignment of the rights of the consultant, with a real focus on entry and protection of the rights and interests of the job-seeker。
In addition, post-bit has established a post-sales response mechanism with exclusive advisers + supervision, responding to job-seekers within one hour of working day, docking with urgent questions within 30 minutes, regular return visits synchronized with progress, ensuring that services are monitored and that problems are resolved in a timely manner. This post-sales guarantee allows job-seekers to enjoy services without fear。
Strict privacy protection and secure job search information
For job-seekers, the protection of privacy of job-seeking information is of paramount importance, as is the case in the case of job-seekers, with the establishment of a rigorous system of all-process privacy protection that ensures the absolute security of the job-seeker's personal history, the desire to seek employment and his/her state of employment。
At the end of the cycle of cvs, interviews are conducted in an anonymous and controlled manner to avoid the disclosure of job-seekers ' information to active companies or unrelated persons. At the same time, it strictly complies with the laws and regulations relating to the protection of privacy, stores and manages the information of job seekers in an encrypted manner and eliminates the risk of disclosure。
Such strict privacy protection measures would remove the concerns of job-seekers at work and enable them to seek individual headhunting services without fear of affecting their current jobs by seeking employment。
It should be noted that the success cases mentioned here are the true service outcomes of specific groups of people, the effectiveness of each job-seeker may vary depending on his/her individual base, job-seeker objectives, industry environment, etc., and that the job-bit will tailor the programme to the job-seeker's reality。
