Are the recruitment methods reliable for auction programmers like 100offer and 100offer?

Are the recruitment methods reliable for auction programmers like 100offer and 100offer?

Summary: The recruitment industry has also begun to develop towards the vertical field in a burst of troubles. 100offer is a professional high-end programmer auction website. Unlike traditional recruitment websites, 100offer enables job seekers to switch from passive to active, and enterprises compete for job seekers. Is this just a great way to recruit programmers?

It is difficult for the recruitment industry to form user stickiness. For many users, it is only a one-time requirement. Currently, large online recruitment websites mainly rely on the long-term accumulation of popularity and resource advantages, however, the rough processing of core resource resumes and positions also makes the user experience worse and worse. To stand out from new recruitment websites, it is necessary to change the traditional recruitment method. However, whether the recruitment method like 100offer can meet the job requirements of most programmers depends on the follow-up results.

It is understood that 100offer is mainly intended for high-end users with more than two years of working experienceProgrammerThe annual salary of the target user is about 0.2 million. When applying for an application, the programmer must first submit an application and complete his/her resume. After the application passes the manual review, the programmer will be auctioned to an Internet company. Within two weeks, three to five employees will be received, on the interview invitation page, you can view detailed information about the salaries and positions of all companies, and decide whether to accept the interview or reject it.

Professional recruiters provide services during the interview, including free reservations.UberOr Shuttle Bus No. 1, the recruitment experience is still improving the resume in the early stage. 100offer said that all the companies that are recruiting on the website are those that have received more than A round of financing. The applicant can also specify a blocked HR mailbox suffix, and publish the name and contact information separately after accepting the interview invitation, so as to ensure privacy and avoid your current employer learning about your job hopping ideas.

As a new website, 100offer uses the most direct incentive for money:

Programmers who have successfully obtained a job will receive an employment bonus of 3000 yuan;

Invite a friend to register and receive an introduction bonus of 1500 yuan and an Amazon gift card of 15 yuan.

Currently, 100offer mainly serves Beijing, Shanghai, Hangzhou, and Shenzhen programmers in four centralized cities. programmers from other places can also apply for an auction.

In the previous auction, only 20 copies of 400 resumes from Shanghai programmers were screened out, and the last 12 were successfully recruited. I wonder whether such a low pass rate will discourage most programmers.

DevStoreXiao Bian says: Traditional recruitment websites have a mixture of information, which leads to a large gap in recruitment enterprises and positions. This increases the difficulty of screening job seekers and provides market demands for professional recruitment websites, however, if the threshold for recruiting websites in vertical fields such as 100offer is too high, many programmers may also rely on headhunting and social media channels. Of course, for small editors, the most attractive thing for 1500 offer is the Yuan introduction bonus.

Let's talk about "How do I recruit programmers"

* On Douban, I saw "zhihu's experience of someone writing an interview with Douban's product manager is a pleasure" (the highlight is that the interviewer appeared to know and answered in person, I would like to write down my new ideas again. As before, this article is also for the interviewer. In my opinion, the quality of the interview lies in the interviewer rather than the interviewer. The following are some of my enhanced views on how I recruit programmers. In order to ensure the continuity of my article, let me reiterate the important points mentioned above. * Only the real and natural performance of the applicant can learn the most authentic things.
* What is important is not knowledge. What is important is its ability to search for knowledge.
* What is important is not the answer to the problem, but the ideas and methods of operation, knowledge, experience, and ability of the problem. We have a lot of interviewers who seem to be confused about what is operational ability and what is knowledge, what is experience and ability, which leads to frequent incorrect conclusions from our interviewers. I think people who cannot tell these issues are not qualified to be interviewers. Therefore, it is necessary for me to clarify this question first. * Operation. Our interviewers cannot tell what operation skills are, what is knowledge, and what they even think operation skills are knowledge or even experience. For example, they will ask the following question: what does final in Java mean? How can I view the CPU usage of a process? How to compile an MPS queue? How can I view the program path of a process? What is the copy and paste command in VI? Including what is the object-oriented XX model. And so on. I thought that the operations manuals or google-related information can only describe the technical skills of this person, but not the knowledge or experience of this person. * Knowledge. Knowledge is the embodiment of a person's cognition and learning. It may be some basic concepts and knowledge. For example, the advantages and disadvantages of TCP and UDP are compared, and the advantages and disadvantages of linked list and hash table are compared. What is heap? What is stack? How does one communicate with each other? What are the advantages and disadvantages of processes and threads? What are the advantages and disadvantages of synchronization and Asynchronization? What are the main principles of the object-oriented XX design model. I thought that "knowing what it is" is only an operating technology, and "knowing what it is" is a real knowledge. A lack of knowledge does not mean that he cannot work and can cope with his work only by operating skills. However, lack of knowledge will definitely limit your experience and abilities, and will also affect the quality of your development. * Experience. Experience is usually related to one person's experience. The scope of a person's knowledge, the things that a person has experienced, usually become a manifestation of a person's experience. During the test, we will ask these questions: What are the most difficult problems you have solved? How did you design this system? How did you debug and test your program? How do you optimize performance? What kind of code is good code? And so on. For people who have not been working for a long time, experience and what they have done will indeed become the main factor in their experience, especially those with an industry background. However, I think that experience may be more about your use and control of knowledge. It is your reflection and summarization of what you have done, and your learning of others, observe and communicate. * Capability. A person's ability is not capable of knowing little or having no experience. A person's ability is an attitude, character, idea, idea, behavior, method, and style of doing things. As long as you have enthusiasm, ideas, good behavior methods, and good behavior style, knowledge and experience are just a matter of time for him. For example: learning ability, professional research spirit, analysis ability, communication ability, organizational ability, problem investigation ability, cooperation ability, etc. Therefore, for a newbie, his knowledge and experience may be limited, but it does not mean that he has problems with his ability. But for a veteran, if he has problems with lack of knowledge and experience, it is usually a problem of its ability. You may not be lucky for the moment, but I don't believe you will be lucky for a long time. If so, you will inevitably have some problems that will make your capabilities unavailable. At this time, "No experience" is only an excuse for "no ability. I do not deny that these four things are important to a good programmer. However, through the above analysis, we can know that capabilities, experience, and knowledge need to be treated separately. Of course, these things complement each other. Your abilities allow you to gain knowledge, your knowledge gives you more experience, and your experience changes your thoughts and ideas, to improve your capabilities. During the interview, we need to clearly understand ...... the remaining full text>

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