Blue Ocean in the Red Sea 7ahr development of southwest agricultural Talent Network

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About 7ahr Southwest Agricultural Talent Network Development Road, we need to briefly introduce what is the Red Sea and blue ocean. The concept of "Red Sea Strategy" and "Blue Ocean Strategy" is from the European College of Business Administration W. Professor Chan Kim and Professor Reni Mobogne the first time in his book, "Blue Ocean Strategy".

"Red Sea Strategy" symbolizes that enterprises take traditional competition behavior in traditional market space, competition is white-hot in traditional market space, and demand grows slowly or even shrinks. Competition in the "Red Sea" region is bloody, as more and more companies carve out and compete for limited market share and profit.

"Blue Ocean Strategy" is a symbol of the traditional market space and traditional competition behavior of a value innovation management system. It not only refers to the breakthrough of industrial technology, or to competitive resources based on the reality of the existing market reordering and construction.

Blue Ocean strategy requires companies to take their eyes off the traditional market competition behavior, from attention and more than the actions of super competitors, to the buyer to provide a leap in value. Cross existing competitors, change the market competition rules, reorganize the market competitive elements, rebuild the market and industry boundaries, open new market potential demand, create "blue sea" new market space. Companies are likely to be compatible with three competitive strategies at the same time. In this sense, the blue ocean strategy represents a paradigm shift in the area of strategic management, that is, shifting from a given structure to changing the market structure itself.

The Red Sea strategy is competing in the existing market space, and the blue Sea Strategy is to create a market space for no one to scramble.

As far as the talent net is concerned, it must be called the Red Sea, and the key words of "talent network" are searched on Google, there are about 16,100,000 records. Specific to each of the provinces and cities, there are not less than 10 talent sites. So now the industry says, do anything good, do not do talent net. Admittedly, now the national network of talent by worry, Zhaopin, Chinahr three giants, while all over the local provincial and municipal talent market dominated the recruitment market, so it seems that the talent network basically did not enter the necessary, if the strength is not strong, the new network station must not compete with local talent site, Not to mention the large-scale comprehensive talent website of the National class. So, the talent website really can not enter again?

Before taking over the planning talent Network, we collect data through multi-channel and demonstrate to the industry. The current talent network pattern is that the mainstream market by the integrated category or regional talent site control, a number of two or three-line sites to supplement, 90% of the talent network strategy is to do the largest talent network. According to the data, the talent network in the past few years has formed the Red Sea, to develop only a new alternative. Find your Own "blue sea".

In the analysis of comprehensive talent Network, we found that the current professional talent site is relatively scarce, is a vacancy market. When we disclosed this to the investors, they showed great interest in the professional talent network. As investors in the field of agriculture for many years engaged in human resources work, well aware of the market situation of agricultural enterprises recruitment. Because of the particularity of the agricultural industry, the professional quality of talents is very high. Even as sales staff, also need to master a certain degree of expertise, so the majority of agricultural enterprises have professional restrictions. Plus this part of the talent compared to other industries to see the number is definitely on the low. It is difficult to find jobs in agriculture in the general category of on-site job fairs or comprehensive talent sites. Agricultural enterprises also want to recruit employees, what is the characteristics of their channel choice? Starting in July 2008, we conducted a two-month market survey of agricultural professional recruitment in a number of key areas. learned that the current recruitment of agricultural enterprises mainly rely on friends to promote, in other cases occasionally to the on-site job fairs. Friends to promote the talent is credible, but so easy to form a small collective. To the spot job fair, is really helpless, a job fair is about 300 yuan, can go to almost difficult to find the right talent, received several resumes almost all are not related to the professional. With the rapid and convenient network recruitment, most enterprises on the recruitment site, especially the professional recruitment site showed a strong interest. Visible, in the Red Sea we saw the blue sea traces.

At present, the agriculture-oriented recruitment website, in terms of the national market, by the agricultural network, the Chinese Agricultural talent Net (5ajob.com) and other established sites occupy the national market, the analysis of two websites that their position mainly for the East and coastal areas, the southwest of the recruitment information is very small, This may be due to the current agricultural enterprises in southwest China's overall development level is not high, the need for a website to guide them to use online recruitment. Agricultural sites are almost all based on the national market, almost no regional sites, and the agricultural sector to follow the characteristics of the regional flow, which seems to give us a signal, this is a regional intensive blue ocean.

Combined with the main investors in the southwest, the region's agricultural development is also more familiar with, combined with the current regional market gap, decided to plan Southwest Agricultural Talent Network, focused on Sichuan, Chongqing, Yunnan, Guizhou region. Although agricultural enterprises in southwest China are mainly small and medium enterprises, some companies do not even have computers, let alone online recruitment. However, with the development of the economy, the support of the national development policy and the construction of the national informatization construction, the agricultural enterprises in southwest China will gradually narrow the gap with the Middle East and the coastal areas, so as to have more channels in the selection of talents. According to the specific situation, the development strategy of Southwest Agricultural Talent Network for investors is: to be the pioneer and advocate of the industry, to help more small and medium-sized enterprises to use online recruiting, reduce the operating cost of human resources; help more job seekers find their ideal position through online job search.

October 2008, will gather the data to collect, the team starts to plan the website construction matter, wants to construct the website, first certainly must need the domain name. Take a what domain name as the number of the site? The Chinese name is defined as: Southwest agricultural Talent Network. English using Swajob? Taking into account the habits of Chinese People's memory, it is not suitable and the domain name is longer. Finally abandoned the SW, chose a more simple symbol of the agricultural Arabic numeral "7" beginning. "7" Like a hoe, this is in the preschool or primary school remember the number of times have learned, and strive to the domain name simple, and finally abandoned the job keyword, select HR, Integrated is www.7ahr.com.

After one months of Web site architecture and column planning, the prototype website in November 1, 2008 officially online. For the agricultural type enterprises in southwest China. This is a new thing. Therefore, it is very important to popularize the guiding mode in the early stage. In view of the website pattern and the industry characteristic, the established promotion pattern certainly must not be few, but has to break through, because of the specialty and the regional characteristic, finally decided emphatically uses the fixed-point promotion. In order to gradually guide the agricultural enterprises in the southwest to know online recruitment, learn to use online recruitment, the initial site to "free use" to promote, in the country, no matter what, as long as it is not paid, coupled with relatively scarce, will certainly attract the attention of everyone. Plus the site has a long struggle in the field of agricultural human resources management team, from the beginning from the standpoint of the enterprise, from the point of view of the job seekers, and strive to achieve intelligent high, user-friendly, full-featured and easy to operate and other characteristics, to create a Chinese husbandry enterprise Internet human Resources services, a new model In order to employers and job seekers to provide more timely, faster and better services, to assist the employing units to select the most suitable talent, with job seekers to find the most suitable position.

With the development of time and promotion of in-depth, aware of the Southwest Agricultural Talent Network job seekers and enterprises more and more, the site to set up interactive plate, inviting you to test, feedback. Network Summary user experience results and gradually improve the site, and strive to make the Southwest Agricultural Talent Network in line with the recruitment needs and use habits. However, due to the slow development of agriculture in southwest China, the excellent technicians are almost all in the Middle East and the coastal areas, and the region and its lack of technical talents, especially the senior talents. Due to historical reasons and poor communication, the majority of job seekers think that Southwest agriculture is very backward, the East coast is their way of development. The number of early-stage job seekers grew more slowly. However, with the recent support of China's western region policy and the development of ecosystem agriculture, more and more advanced agricultural talents have been gradually returned to the southwest. Many job seekers before the feeling way, in the outside for a few years, very want to go back to the southwest to develop, but just do not know what enterprises in the recruitment, before coming back a lot of colleagues have changed careers, now good, and finally a more access to information channels. At the same time the site also makes a lot of household registration is not in the southwest of the job seekers also come to the southwest to display their talent.

In the recent follow-up to the implementation of the project, after more than a year of development, 7ahr in the Southwest agricultural enterprises, job seekers have molded a certain prestige. At present, enterprise members close to 1000, job seekers every day to dozens of people to increase the speed. The website uses our opinion, while doing well the social recruitment. In order to promote enterprise and job-seekers to communicate effectively, so that the university students do not integrate into the enterprise, the way of campus activities to narrow the distance. Beginning in May 2009, the site, enterprises, schools held three summer internship activities, to the Southwest Agricultural students to provide a number of professional internship positions, so that they get a good workout in the summer. At the end of 2009 years old, the Southwest Agricultural Talent Network held the "7ahr2009 Yunnan Campus" activities, successfully assisted the Southwest Forestry College, Yunnan Agricultural Vocational and Technical College two institutions held a campus double election meeting. In this, we recommend that 7ahr, as always, focus on the southwest Agricultural Industry Human Resource management consulting services, United Southwest Agriculture-related institutions, professional students, employing enterprises to build human resources exchange platform.

In evaluating this project, the site presents some problems, although the site is currently recruiting jobs, professional job seekers have a certain scale, but this can not fully adapt to the Southwest Agriculture industry recruitment Environment, as the southwest region's first agricultural professionals network, 7AHR can not stop the pace of progress, we must actively explore, To explore how to better promote the southwest agricultural enterprises, agricultural professional job seekers to fully communicate the development of the road, together with everyone to build a smooth human resources exchange platform. At the same time, the site should be based on specific conditions to optimize the site upgrade, strengthen services, do a good job of professional advantages. Because once developed, will inevitably lead to face the competition, we must find their core strength, so as to better development, for the southwest Agricultural enterprises to serve.

Here we wish 7ahr Southwest agricultural Talent Network to go all the way.