Hr's top recruitment platform: iupu recruitment
In fact, we hr often discuss in private:
"so many recruitment software, which is good?"
On this issue, i put together some of the software that hr's friends had agreed to use and listed their strengths and weaknesses, hoping to help
1, 51job
Premiums: the number of job offers is high, the number of job placements involves new media, finance, medical, marketing, education, advertising, etc., the search engine is good, the curriculum vitae is well matched and of high quality. People can set up their own job search goals。
Short: due to the frequent occurrence of job-seekers ' cvs, hr does not look at the cvs at their own initiative; the number of subsequent job offers means that the quality of the company is not guaranteed, which requires careful identification of job-seekers
Ii. Figu recruitment
E: in the 29 years since the establishment of the federation, the number of job seekers has reached 230 million, and the total number of cooperative enterprises is 6. 16 million, which is a more mature recruitment software developed in the same industry。
When our company needs people, i usually publish details of vacant posts on iupu. The preference for iupu is due to the high industry coverage of iupu, which has a large choice of space and a high match for both job-seekers and enterprises. And a diverse recruitment solution can help me better manage the recruitment process, thereby safeguarding the rights of job seekers and businesses。
Short: the number of jobs in the 2nd and 3rd-line municipalities is significantly lower, and the recruitment of icf is still more concentrated in the first-line cities。
In 2021, the organization further optimized its service by combining interviews with live broadcasts, significantly increasing the efficiency of interviews between job seekers and recruiters. If you're looking for a job and you're interested in live interviews, you can download the igu to try this feature. I hope you'll get an unexpected gain in your job search。
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3. Recruitment
The hiring of a professional team of consultants can help job-seekers and enterprises to solve their recruitment difficulties. In addition, the job-hunt offers are highly paid and better suited to experienced job-seekers。
Shortfalls: many jobs require specific work experience, hr response speeds are slow, and the platform targets high- and middle-level job-seekers. There are too many advertisements, and when looking at information about jobs, they are forced to pop out, affecting the experience of job seekers. The cv review is more rigorous and may sometimes not pass due to problems such as the format and content of the cv, thereby affecting the pace of job search。
Four, pull
Precinct: the page is simple, with real-time feedback capability, with a hook-up micro-mail service as a platform to track resumes, with more internet companies posted on the platform to view interview evaluations after interviews。
Missing: recruitment information is extensive and complex, hr is slow to respond, and most importantly, if you send your past cv hr for long periods of time, it will be automatically marked as inappropriate by the system。
Five, boss straight
Advantages: the platform has a relatively large number of internet companies that have access to company information, such as business information, photographs of the company's environment, location, etc., to some extent helping to determine whether the company is reliable。
Shortcomings: boss hired the fire because of the main hit: looking for a job and talking to the boss. But i'm sure everyone who's been used knows it's hr, so it's no different than using other software。
I'm more used to the recruitment software. From the point of view of the job-seekers, i would recommend that the use of the intellectual union be promoted, not to mention that, with the recruitment of the intellectual union, companies must start their business services at an additional cost of thousands of dollars, which alone will make it possible to judge that the company in question is at least stymied, stable and genuinely motivated。
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In addition to some of the software recommended above for hr's favorites, as a few years of work hr would like to talk to your friends who are looking for a job and what the right thinking about finding a job is。
In fact, when it comes to finding a job, i can assure you that most people are thinking of writing a curriculum vitae — downloading the recruitment software — and putting it in。
However, you do not know that 70 per cent of good jobs are not in the recruitment software。
Because the boss's thinking is: internal promotion — an acquaintance's recommendation — public recruitment。
In comparison, you will find that the two ideas are completely irrelevant, and that is why most of the good jobs i mentioned above are not on the recruitment software, because opportunities are almost distributed before they reach the job market。
However, the job-seekers were not aware of the situation and thought that they would be fine with the cv, waiting for hr to reply and ask for an appointment。
While everyone understands the idea that “the opportunity is for those who are prepared”, i am sure that not everyone knows how to do so. And my advice is to find someone who understands。
You can also draw more of the "job q" in a link, whether it's a transfer proposal or a career plan, and you can ask for help from someone else。
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If you think they're not professional enough, you can also consult on-line about finding a job。
Remember what i mentioned earlier about the hiring thinking of the boss. It's internal promotion, then familiar advice, and then public recruitment. But there is no opportunity for internal advancement for new graduates. What should we do
Get someone inside
The insider is one of the recruitment channels to which hr attaches great importance, and the insider is actually more effective than his own, and i would like to give you a few examples:
1. Seeking a senior student
Most companies have an internal push mechanism, and you can contact your senior so they can help you push. However, this applies only to a few people, ordinary people with little human connection and only on their own。
2. Head hunting
I have used headhunting services in iupu recruitment, and after i have delivered my resume, the headhunter and i have conducted a telephone interview, and once they have learned about the situation, they will follow the information available, comply with the requirements of the enterprise for recruitment, form a report to the enterprise and arrange an interview with me. In addition to interviews, pay negotiations are facilitated。
As an hr, i really hope that you can do more to find work by using introverts:
On the one hand, it is impossible for job seekers to be aware of the specific circumstances of the job offers, such as the fact that some jobs have already been filled, but the information on the job offers is still on the table, so it is more efficient and more time-consuming to find people, after all, that those within the company are more aware of the job offers。
On the other hand, could hr be given a good impression during the interview, primarily by the expression in the communication process, which, if you have no experience or bad expression, may well be lost because you have acted out of control, at a time when the introspection shows its strength, and by introspecting the curriculum vitae in front of hr she will be more serious and patient about the interview。
In general, a great deal of effort is required to find a satisfactory job, so it is necessary to ensure that this energy is spent in the most efficient way in the search for a job。
If you can't find a good job if you're still upset, you can click the link and ask for help with head hunting。
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