Almost everyone is an investor in the capital markets where the stock market is fierce. “in fact, recruitment is also an investment, with the least cost and the greatest return”. This is a human resources manager of a real estate enterprise who recently held a meeting at hr to share experiences shared at the sharon. Human resources professionals present at the meeting have used the “internet+” thinking to transform the concept of recruitment, to inspire hr in enterprises to use recruitment as an investment, to minimize recruitment costs and to maximize the value of talent by outsourcing rpo human resources。
Recruitment is not a very new area of entrepreneurship, but with the advent of the mobile internet, the diversification of the demand for entrepreneurial talent, the inability of traditional large and complete websites to meet increasingly complex user needs, and recruitment has again become a hot spot for entrepreneurs and investors. Last year, iupu, an old recruitment platform, was successfully placed on the market at new york house, and there were many vertical or mobile job start-ups, such as internet recruitment hook-ups, mobile olive communities for blue collars, high-end auctions, and recently the focus of job-seekers with a contractual network with the ad “looking for a job like a relationship.”。
This idea has been met by a nationwide contract conference promoted by the internet。
The contract is the first job fair in the country hosted by a contractual network focusing on operating, promoting, marketing and seo talent. It is a new job fair focused on technical exploration, exchange of experiences and high-end recruitment that destabilizes the country's traditional recruitment industry。
A different job fair, a job fair that rejects hr, a job fair that streamlines the recruitment process, a job fair that lowers the cost of recruitment for businesses, a job fair that removes the tension of interviewers, a job fair that allows contractors and job-seekers to make friends, a job fair that combines skills, experience, job fairs that actually subvert traditional recruitment patterns。
Contractual characteristics
1 need for precision: as the contractual officer is directly responsible for the department, what kind of talent he needs, and what kind of recruitment needs he knows best。
Environmental advantages: the use of the sharon exchange model by the contract boards has eased the serious tension created by the traditional interview environment and has allowed both the recruitment and job seekers to open up。
It is true that the meeting venue is open to easy talk, creating an environment in which more unskilled, technical job-seekers can express their true self-esteem, and avoiding a traditional, serious interview environment that leads to irregular job-seekers and the loss of entrepreneurial talents。
Truth and falsehood: due to traditional recruitment, the lack of expertise of hr, as well as the heavy moisture of the curriculum vitae, and the serious strain on the interview environment, the less capable job-seekers who speak for themselves are misleading the contract officer. By means of lengthy exchanges and purely technical discussions, the contract officers are able to learn more about job seekers。
The aim of the contract is to simplify the enterprise recruitment process, reduce the enterprise recruitment process and reduce the time available for the enterprise to screen its talent. This has resulted in significant improvements in the efficiency of the enterprise's recruitment and reduced its recruitment costs。
Contractual mode
(a) the 120o model: both enterprises and job-seekers are registered online through a contractual network, which is followed by a contractual conference organized by the organizers
2 direct recruitment: once the recruitment business has been registered, the head of department with recruitment needs has been directly invited to the conference as a contractual officer; in order to be more precise in the recruitment of talent that meets the needs of his or her department。
3 technical exchanges: the whole venue is conducted in the form of technical discussions, exchanges of experiences and non-traditional job fairs; this new form of contractual engagement directly skips many of the trivial aspects of traditional recruitment. Direct access to high-level and low-resolution levels of professional skills. It is also a learning opportunity。
4. Rejection of hr: the contract is conducted in the form of a technology exchange salon, with a relatively high level of technical expertise required of each participating member. The professional skills of contractual officers are equally high and hr is not qualified. It is recommended that corporate recruitment departments should either lead directly or involve skilled professionals。
5 on-site decisions: through technical discussions, contract officers exchange experience sufficient to have an in-depth understanding of job-seekers ' level to be finalized on-site。
The recruitment industry was well developed in 2015 as a whole, and the large-scale emergence of new recruitment websites should theoretically benefit the entire recruitment ecological chain, but it is of little use, and a large number of firms still face the dilemma of finding jobs. The reason for this is that even though there are so many recruitment sites, even though they all have a variety of slogans, they have finally returned to the point where the repertoire of sea-selections is not a cure. The emergence of contractual networks would change the situation, both in terms of model and in terms of their entire ecological chain. They provide customized services to businesses or individuals. It won't help if you really want to understand them, ask doo-sama yourself. The age of access to online employment of 3. 0 has passed and the age of contract has arrived. Who says finding a job can't be as easy as dating? If you think finding a job is a serious matter, you're out。
The current state of affairs: the "sea peddlers" take time
In a salon organized jointly by the contractual network and the big push club, a question was raised about the plight of human resources practitioners: “why can't one of the 100 million cvs be chosen?” for this reason, hr has been saying, "how can it be so difficult to find someone with money?"
Interpretation: the human resources consultant for the contractual network market, li ke, stated that the traditional hr had in fact built a “brainhouse” for itself by borrowing third-party talent services. Third-party human resources services offer a great deal of talent, but firms need to draw from this vast pool of talent, and it is no exaggeration to say that in the era of “internet+” they are like needles. Is the quality of talent in the library uneven? Does it match your business well enough? Nobody knows. So it's not that there's not enough talent, it's just that there's too few people who fit for themselves, and maybe hr is exhausted before it is found。
The traditional recruitment channels and pool of talent have now undergone significant transformation. "in the past, in the era of the demographic dividend, companies had to wait and choose, and in the words of the company, "you are a blessing." now, as technology evolves and talent accepts information terminals that are more selective, except for pc, where mobile terminals are truly a tool for talent to receive information, and the variety of app applications, the talent information is already scattered away from a particular platform.”。
Accounting: high hidden costs of enterprise recruitment
As far as recruitment costs are concerned, most see direct costs, such as advertising, job fair expenses, recruitment agents, recruitment agency fees, staff offer incentives, school fees, etc. Indeed, studies have shown that more than 50 per cent of recruitment costs are indirect, such as the time spent preparing for recruitment, and the time spent on interviewing officers。
Read: on the floor of the sharing meeting, a human resources professional also introduced the concept of “indirect recruitment costs”. This is the most easily neglected part of an enterprise's accounting for recruitment costs: recruitment time, management time, quality of candidates, retention of new staff, legal risks, which are indirect recruitment costs that do affect the enterprise's recruitment of talent, but rarely appear in the business recruiter's summary. How, then, can recruitment costs be minimized? Typically, recruitment costs represent approximately 25 per cent of the basic annual salary of an employee. While it is important to ensure that the right talent is recruited and to minimize the cost of recruitment, it is now common for the enterprise to outsource recruitment, that is, to use the talent recruitment process to outsource services, i. E., the rpo service。
In fact, i think this human resource professional is quite right that the firm was recruiting this unprofessional piece, and that the direct head of the department had no time to go directly to the others to dig for the people he wanted, and that many hrs were unable to hire the people they wanted, which led to unnecessary waste. So instead of wasting their time trying to figure it out, companies should let professionals do their job. But many recruitment websites do not, by their very nature, run away from the cv model, because most recruiters are either head-hunters or they don't know if this person is fit for the job, and all the information comes from the cv. Do you think someone like that would satisfy the company
The greatest advantage of contractual networks in relation to other recruitment sites is that each employee from the founder to the bottom is a professional internet practitioner (the contractual network, vertically in internet jobs) with a professional team of 10 people and a professional talent database. When an enterprise issues a demand for recruitment, our people will first understand what job-seekers are meeting the requirements of the enterprise, so that a large number of job-seekers will match them with the firm after they have chosen the best talent for the enterprise, through team selection and firm selection. This has significantly reduced the time, financial and human costs of enterprises. But it's not the end, and the team will follow up on the offer until the end of the probationary period. Social development has evolved over time, and as people's standard of living has become better and more demanding, customized services are a necessary development. So, the contractual network will introduce professional customization services to enterprises and individuals to achieve an efficient interface within an effective time frame. A contractual network, looking for a job like a relationship。
On 27 june, when the contractual hiring station was successfully concluded, it was well received by all parties, and we were trying to create a small but sophisticated model of a job fair that would subvert the traditional people. Here is some information about the sea station at the conference:
You can sign up for a job directly on our website, then you can sign up for an appointment directly by clicking on the navigation bar. Individual registrations are expected by clicking on the wikileaks public appointment。
The advent of the “internet+” era, in which no industry can stand alone, is an era in which no one can escape and reform is everywhere. And so for the recruitment industry, since some of the existing recruitment models no longer meet the demands of the market, why don't you try to experience it when the new models come out. Business is the strongest backstop of recruitment websites, and it's the best way to catch a mouse, as they say. The recruitment website, however varied, served businesses and job-seekers, and the current era was no longer one of success on its own. We need you to come together, and the contract is the supercar we built for you. On 25 july, we met at beijing station。
