The survey said six adults believe they will soon find a job.

After the Spring Festival, the country ushered in the latest round of job peak in 2009, millions of job seekers are moving to various social recruitment fairs. According to data from the recruitment website, the growth rate of its resume library has increased by more than 20% over the same period last year. A few days ago, this newspaper combined with iResearch to investigate the current recruitment status and the status of job seekers. The survey results show that most people are still optimistic about the job prospects for this year. Nearly six respondents said they have little influence on their current employment or believe they can quickly find a job. Experts suggest that both social recruitment fairs and websites should promote the transparency of the talent recruitment market.

Recruitment on the Internet is the preferred channel

Because the job search cost is low and the coverage is large, it can meet the needs of remote job hunting. Online recruitment has become the preferred job search method for many people, ranking first with 37.74% of the popularity. This indicates that online recruitment has surpassed traditional job services such as talent recruitment fairs, newspapers, and headhunting, and has become the most important information transfer channel in the talent market. However, recruitment websites are currently in the same service model-providing recruitment information for enterprises and talents, that is, publishing recruitment advertisements for enterprises and leaving resumes for talents, the follow-up work is completely completed by recruiting enterprises and job-seeking talents. Service Innovation is stuck.

Expert explanation

Recruitment Network should reduce advertising scale

Alibaba consultant Jiang Lixin

The impact of the financial crisis on the industry began to show. The loss of employers and the decrease of average employer investment costs led to a decline in the industry's revenue. This impact will continue until the crisis ends. Opportunities are manifested in, international and domestic capital is still optimistic about China's online recruitment market, and job seekers are increasingly dependent on online recruitment. It is recommended that recruitment sites adopt the "balance of payments" operation strategy in the financial crisis to reduce the scale of advertising.

Establish communication between employers and potential employees

It is recommended that the recruitment website speed up its own services and technological innovation, enhance the transparency of employers in viewing recruitment information at the technical level, and establish a simple communication mechanism between employers and potential employees, for example, the self-help reply function is provided for resumes browsed by the employer, and batch reply emails are set for individual resumes that fail to be interviewed by the employer. In addition, you can also learn the practices of Taobao and Alipay, from the role of simple market information transmission to the role of deeper market builders, managers, and maintainers. Review the qualifications of recruitment enterprises to protect the interests of job seekers. Establish a credit system and peer evaluation mechanism to effectively supervise the actions of employers.

Job seekers did not lower their salary expectations

Fortunately, the confidence of job seekers is not as negative as imagined, and many job seekers are still confident in the job prospects for the next year. According to the survey, 57.14% of respondents believe that the financial crisis has little impact on their current employment or believe that they can quickly find a job. In addition, 51.39% of job seekers have not lowered their salary expectations due to the severe employment situation.

Expert explanation

Increase the transparency of job fairs

Zhou zhaomei, director of Human Resources, anyong China

All people who have participated in the job fair have a feeling that both parties are not efficient in the end. What the recruitment fair needs to increase is not the quantity but the quality. The first thing to strengthen is the effective targeting of both supply and demand sides. The applicant of the job fair should work hard on recruitment at the session to enhance the transparency of enterprise information, so that job seekers do not run white.

Multimedia human resources service

Alibaba consultant Jiang Lixin

We are still optimistic about the long-term development trend of China's online recruitment market, because: the number of online job seekers is increasing and the reliance on recruitment websites is increasing. The number of Chinese enterprises ranks first in the world, most enterprises have recruitment requirements, and the proportion of online recruitment services is gradually increased. The recruitment website should launch cost-effective recruitment services and corresponding human resources professional services based on the characteristics of a large number of small and medium-sized employers in the service industry with different cultural levels to lower the threshold for online recruitment, launched a human resource service system that integrates multimedia such as mobile phones, telephones, and networks.

Job seekers focus on enhancing their competitiveness

It is difficult to find a job that is a fact. Job seekers are also seeking various ways to add "weight" to their resumes ". According to the survey data, 60.36% of respondents hope to enhance their competitiveness in the job search process by taking various vocational training courses and obtaining various qualification certificates. Faced with the increasingly difficult work situation, many job seekers began to consider their own business. 50.58% of respondents considered self-employment, but they did not implement it out of experience and financial considerations, and they were in the renewal period.

Expert explanation

"Soft power" cannot be ignored

Lu Jun, a professor at China Forestry University

In fact, various professional certificates are only the "hard strength" of job seekers. Nowadays, many employers also value "soft power ", that is to say, whether a person's sense of responsibility, whether he has a hard-working character, whether his or her emotional intelligence is sound, and the ability to withstand stress must be accumulated during the actual operation process, therefore, it is recommended that job seekers work hard while practicing external skills.

Survival and entrepreneurship risks

When a job seeker cannot find a job, self-employment is passive and belongs to survival and entrepreneurship. Opportunities often lead to successful start-ups. Opportunities lead to positive start-ups and the explosion of various strengths to a certain extent, which is highly risky, in this case, we must be cautious and establish a risk bottom line.

Morning Post reporter Wang Juan Gao Lihua

Si Cheng foreign-funded enterprises plan to freeze the number of employees

According to a recent survey by 71 foreign-funded enterprises in China, more than half of the participants (3/4 of which are export businesses) are planning to cut costs, and 40% of the participants are planning to freeze the number of employees. High-tech companies are most aggressive, with 80% of companies planning to reduce costs and 60% expected to freeze employees. Nearly 2/3 of participants come from the automotive and large product industries.

Sales bonus plans will be more radical

The survey shows that the chill of the financial crisis has significantly affected the compensation plans of enterprises. Companies in China and Hong Kong are considered to be most likely to slow down their salary increases (44% of respondents are headquartered in Asia) and adopt more cost-efficient welfare programs (67% ). But interestingly, 67% of Asian headquarters respondents said they would adopt a more radical management approach to their sales bonus plans throughout the compensation plan, only 6% of American headquarters respondents and 21% of European headquarters respondents mentioned the possibility of implementing similar programs.

Reduce recruitment costs with internal promotion and change of posts

Given that the cost of recruiting and replacing a new manager may be three to five times the position's salary, most companies focus on improving and developing internal talent capabilities. 37% of respondents indicated that leadership talent discovery was the top priority, so 25% of respondents would adopt internal promotions and change of posts to reduce recruitment costs and replacement risks. Those so-called "high-potential" employees will benefit from objective and professional assessment and development plans for advanced skills.