Recruitment website Big Scan: New model is on the eve of the eruption

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With the continuous development and popularization of Chinese Internet users, as well as the emergence of new Internet forms such as micro-blogging, SNS and mobile internet, China's internet has gradually entered the national stage. This on the one hand brings the internet industry boom, on the other hand, will also lead to deep industrial structure changes. At the same time, online recruitment is also facing a new round of impact and shuffle, today we are together on the online recruitment industry to do a simple carding analysis.

The market scale, profit model and industry challenge of online Recruiting

In the analysis of the industry, we should first know the size of the market in the industry, in this industry, there are slightly mature profit model, and the future of the industry to face the challenges. Together we will analyze the online recruiting industry in this way.

1. Market Size

According to worry statistics, as of March 2014, the national network posted more than 3.2 million posts, up 31.6% per cent year-on-year. There are more than 1.5 million posts posted on the four first-line cities to the north, which occupy almost 50% of the nationwide recruitment market. More and more enterprises are gradually abandoning the old recruitment channels, instead of joining the online recruiting channels. Compared to online video, tourism, electricity and real estate and other fields, the recruitment industry is still small, according to the previous survey of Iris, the entire online recruitment market by 2015 around 5 billion yuan, so the online recruitment market prospects for the future is very considerable.

2. Profit model

Now that the market is so impressive, what is the profit model for online recruiting? The current online recruitment industry profit model can be sorted into the following categories:

Traditional mode: It is to trade traffic for advertising, and from a large number of users to strive for a small proportion of paid users. The services purchased by corporate customers include the posting of job postings and display ads on the platform, as well as the total number of full resumes downloaded in the database.

Job Hunting Network mode: This is a relatively novel model, its revenue mainly from B (Enterprise), C (candidate) two aspects. For H (Headhunters), the job search network is FREE because its revenue comes mainly from corporate pay and value-added business income.

For B (Enterprise) and C (Job seekers) charging mode: for B (Enterprise), there are posts, resume download, employer brand (advertising), according to the service content, cycle (monthly, quarterly, six months, one year) portfolio launched a different package. And for C (Job seekers), launched a value-added services charges, such as a resume, a group of resumes, can be active telephone, letters contact headhunting, HR, etc., there are monthly, quarterly, half year, the annual 4-hour package.

3. Industry Challenge

Despite the broad prospects of the online recruitment market, but also face a lot of challenges, because many traditional recruitment site demographic dividend is gradually disappearing, but most still use the "advertising" mode of recruitment, service awareness and user experience is poor. Meanwhile, in the United States, the monster share price of the oldest recruiting website fell 904 from its peak, compared with 30 times times the market value of LinkedIn (Monster is 600 million dollars and LinkedIn is 18 billion dollars).

First of all, the online recruitment industry, the information is still asymmetric, resume is not feedback, the enterprise difficult to find the talent of the situation. The massive resume database is not only the advantage is also the burden, because lacks the good data mining technical support, the resume accurate screening and the real time renewal has the question.

Second, online recruiting is still dominated by traditional thinking in the guise of the Internet, although online recruitment sites and more emerging headhunting sites and social recruitment platform have become the Internet model, but in addition to the use of the Internet as a resume and docking platform, in the industry's information processing and communication, still more dependent on the "people" participation. Despite the emergence of purely technical recruiting products that include the use of the microblogging chain, the industry's thinking is still more traditional and needs to find a better way to match the needs of the users and the demands of the firm's employment quickly.

The revenue growth of traditional websites such as Zhaopin relies on the support of a nationwide sales and customer service network to maintain a large sales and customer service team. Such an enterprise architecture, while conducive to offline business development, but compared to the internet better than the light model, such a scale is still more heavy.

Second, online recruitment of past and present life

How has the history of the online recruiting industry developed? According to the relevant data carding, the online recruitment industry can be divided into the following stages.

1, Electronic bulletin Stage

From 1997 to 1999 a short period of two years, Chinahr, Zhaopin, worry and other online recruitment sites have been established. This stage is China's online recruitment of the bud and start period. At that time, the form of online recruitment is only relying on electronic bulletin published online, but the individual can not actively search for the job information they need.

Until 2001, online recruitment was at an early stage of market development. This phase of the online recruitment of the number of users is very small, people find work channels are still in the traditional forms such as job fairs, while providing online recruitment services, the number of sites are also relatively small. During this period, the online recruitment service provider is the foundation and preparation stage for developing users, mainly for market cultivation.

2. Database Stage

With the rapid development and popularization of the Internet, online recruitment from the electronic bulletin stage also slowly developed to the database stage. During this period, the active search method in the online recruitment is widely used, online recruitment site began to have a huge personal resume database, the implementation of Monster business model, that is, the individual free registration resumes, free inquiries for recruitment information. According to the recruitment information issued by the unit, inquiries resume, according to the time period, post number, inquiries resume level and quantity charge a certain fee. At this stage, worry, Chinahr, Zhaopin the three major hegemony began to firmly occupy their own market share, online recruitment formed a pillars pattern.

3. The stage of community

Today, the Internet has become an indispensable tool, people would like the network to their own work, personal development to provide more convenient and efficient support and help. Therefore, in the SNS has been established on the platform of Integrity, its business value gradually displayed.

With SNS in the network in various fields of continuous infiltration, online recruitment industry has also appeared SNS trend, Renren in the SNS field to enter the first online recruitment industry. Some industry analysts believe that Renren online recruitment has a huge advantage of user resources. A survey from Eric's consulting showed that, compared with traditional résumé recruitment, the success rate was higher, with a ratio of 2:8 or more, to the docking of people through networking (i.e., finding the right person or job vacancy through personal relationships). The advantage of SNS recruitment is to show and verify the candidate's experience, intelligence and disposition by related people and related things, so that the Enterprise HR can filter the target candidates more efficiently. At the same time it can also be pushed through the way, the recruitment information and candidates automatically match, to solve the enterprise HR and candidates one-way communication and inefficiency of the drawbacks, for both supply and demand for the depth of communication between the multidimensional channel. This time, online recruitment is entering a new stage of development, compared with the traditional online recruitment, will be more precise, segmentation and interaction.

4. Subdivision Stage

We all know that each industry needs to subdivide, only subdivision, can be professional, to achieve the best results. According to the latest "China online recruitment market Monitoring report in the third quarter of 2009", the study shows that the market share of the three comprehensive recruitment websites has declined slightly, and the detailed classified recruitment websites showed a relatively rapid growth in the third quarter, and the market revenue share increased to 38.8%, and the specialization of recruitment websites Fine differentiation direction is still strengthening, market segmentation is the main direction of future online recruitment.

Unlike the traditional comprehensive recruitment site, the division of the recruitment site to the industry to divide the online recruitment market for differentiated segmentation, the company's hundreds of industry talent site to the industry as a platform, based on the characteristics of the human resources of different industries, integration of the industry's talent resources to meet the needs of professional personnel, In order to avoid the recruitment of Web sites with the same quality of competition and innovative open up the online recruitment blue sea, the industry based professional services are more and more users.

Segment the recruitment site to a subdivision of the industry platform for the collection point, whether the job seekers or enterprises, can be in this platform to achieve rapid and effective docking, more importantly, can be team operations, process relay, the market, recruitment consultants, customer service and other departments to provide services to customers to solve the customer recruitment "process" management problems. This "platform" design, so that the division of recruitment site can be recruited every aspect of standardization, tracking in place, each independent industry platform can focus on the subdivision of the industry plate refinement, which will be "industry recruitment" scale, will be a certain industry experience to other industries, driving all industry platforms go hand in hand.

Third, the classification of online recruitment

1. Traditional online recruitment company: worry, Zhaopin

After more than 10 years of development, worry and Zhaopin platform scale effect, advertising revenue and pay users are growing. Zhaopin recently issued a prospectus showing that as of December 31, 2013, the total number of registered users reached 74.1 million, the database has a total of about 54.4 million complete resumes.

The services provided by Zhaopin include: Online recruitment (classified recruitment positions, display ads, resume access and other online services), Campus recruitment (selection of universities, organization of recruitment activities, collection and management of resumes, mentoring interviews and assessments), online and offline assessment services, and other human resources related services (headhunting services).

Compared to the new online recruiting companies, the advantage of traditional recruiting companies is that, over time, more and more retained users, through the large-scale effect of advertising revenue and paid income.

Worry 2014 in the first quarter of the total revenue reached 437.2 million Yuan, Zhaopin 2013 the second half of the total revenue of 500 million yuan.

2. New online recruitment company: Hunting network, pull Hook network, smart joint Zhuo

(1) Recruitment network currently has registered users 11 million, headhunting 100,000 (700 through certification, using a hierarchical management model), is expected this year 200,000 enterprises to use, the current 11 branches, the annual revenue of more than 3 times times growth. Job Hunting network located in the service of high-end talent, there are mainly three kinds of users: headhunting, talent and enterprise. The current revenue mainly from B (corporate), C (Job seekers) two aspects, for H (headhunting), the recruitment network is free.

(2) Pull hook net is perpendicular to IT industry recruitment website, imitate foreign dice.com. Worry, Zhaopin and foreign monster patterns are similar. Dice.com abroad is eroding monster's market share in the IT sector.

(3) Chi-Zhaopin is an independent web site launched in November 2013 to do high-end recruitment to the electric business model, the "evaluation, credit, transaction information" to the recruitment platform, the formation of "3D resume" so that job seekers and headhunting both sides improve the efficiency of communication and judgment. Chilendro hired six months since the launch, there have been 25,000 headhunting, the current position of 90,000. "3D candidate" has reached 1 million, the future will be introduced into the enterprise-side.

3. Careers and business Social online recruitment site: LinkedIn, street Network, Sky, people and, gifted, if adjacent

According to the data, in November 2013, the average daily coverage of the street network was 926,000, with a monthly coverage of 15.654 million. In addition to the basic platform, recruitment, the street network has also launched a networking, circle, skills and other business social functions. The main street network is moving towards the mobile transformation, launched a micro-credit system architecture, the removal of some intermediary, the recruitment of gaming products. It is based on the relationship of acquaintances, to mobilize the enthusiasm of employees, the transfer of recruitment templates to the circle of friends, relying on the company's internal staff to recommend talent.

As the world's largest professional social networking site, LinkedIn has about 4 million users in China, mainly in the high-end market. LinkedIn introduces localized products and functions, such as integration with micro-letter depth, LinkedIn account can be deeply bound with the micro-letter account. LinkedIn's business card in the micro-letter, users can save, share their own business card. It is a dual-mode combination of consumer and business-to-business, and the client-mode business mainly provides users with professional identity, job opportunities and business opportunities; Business-to-business mode business mainly provides recruitment, marketing, sales package solution.

4. Online recruitment of classified information website: NET, 58 city

(1) The Classified information website net the center of gravity to recruit at the beginning of the year, said the goal is to achieve 1.5 billion revenue in two years, surpass worry. In net's income rankings, recruitment, property and classification services occupy the top three, and recruitment income has exceeded real estate advertising. 2013 year 1.09 billion people through the market to find work, daily average of 3 million, net is aimed at the low end of the grassroots recruitment, mainly to flower shops, restaurants and other micro-enterprises or individuals mainly, recruitment information is mainly security, sales, front desk and so on.

(2) 58 similar to the city and net, are positioned in the low-end recruitment of talent. Before that, the work of security, waiters, and Coolie was clearly not the mainstream of online recruiting, because their audiences were not so much on the internet. But mobile internet has changed the situation, a growing number of low-and middle-income people began to access the network, from the Internet to obtain free high-value services gradually increased awareness, and the market, 58 of such cross-border people are also beginning to pull them from the edge into the online recruitment markets, And according to the reality of the online recruitment itself to make corrections.

5. Potential competitors for online recruitment: online education company

Education and recruitment is a interrelated concept, and just as the Internet provides a platform for this connection, online education companies need to expand their connections to make themselves more plentiful as online education and online recruiting are hot, and online recruiting is a strong area. The future of online education will affect the entire online recruiting industry, and companies are likely to strengthen collaboration with online education and training institutions to find a platform that can continuously nurture talent, and each part of the enterprise can be divided to work with different types of online educational platforms, So in the future online recruitment should be wary of online education intervention.