Chinahr Sun Weilen: Large data Run-off network recruitment

As the most popular it technology star of the year, big data not only let it vendors excited, but also let many corporate fans feel 惘. How to combine the actual situation of enterprise, make big data technology become the effective "big kill" in commercial activity, it is the problem that enterprise needs to understand urgently. Recently, one of the earliest professional recruitment sites in China-Chinahr (chinahr.com) Vice President Sun Weilen (Alan), a guest of IT expert network "expert parlor", with us to share the forefront of large data technology in the network recruitment industry practice.

　　
Chinahr (chinahr.com) Vice President Sun Weilen (Alan)

As an established professional recruitment website for enterprises to find better talent, as well as help job seekers to find better job opportunities, nature is Chinahr's vocation, and efficiency is its core competitiveness of the inevitable requirements, but now the situation has changed.

In Sun Weilen's view, large numbers of data with astonishing numbers of resumes have put online recruitment into a "inefficient" predicament, and traditional processing techniques have been difficult to cope with. He believes that the trend of the tide of courage to navigate the boat of large data is the key to the future of China's recruitment industry.

At present, the maker of Hadoop will not let the enterprise in the trend of large data without hesitation, but Chinahr based on the network recruitment industry industry characteristics and industry needs, gives a unique, but more convincing example.

Online recruitment encounters Big Data

Founded in 1997, Chinahr accumulated a pool of talents, in addition to tens of millions of job seekers covering 48 industry categories in China, while also bridging monster's recruitment network covering 55 countries and regions in the world (Chinahr was acquired by the world's leading online recruiting company Monster in 2008). The world's top 500 companies in China, state-owned enterprises, government agencies, many small and medium-sized enterprises and non-profit organizations, most of the use of Chinahr professional products and solutions. Their big data to the recruitment industry challenges, can be said to be "Spring River Plumbing Duck Prophet."

According to the "2011-2012 China online recruitment annual monitoring Report" published by Eric Consulting, the number of employers in China's online recruitment market reached 1.34 million in 2011, an increase of 27.6% per cent year-on-year. 2011 China's online job seekers reached 87 million, an increase of 11.5% per cent.

A 2012-year study in Chinahr shows that 50% of people need to invest more than 20 resumes to get an interview, and 22% of them need to invest more than 80 to get an interview.

As you can see, for the 87 million-person job-seekers, a surprising number of resumes are needed just to get an interview.

If this is not enough to explain the contradiction between large data and efficiency, let's look at the actual results:

Chinahr 2012 years of research data show that 78% of the positions need more than one months to recruit the right talent, and 20% of the positions need more than six months to find the right person. In contrast, 74% of job seekers spend more than one months to find an ideal job, and more than 23% of job seekers are looking for more than half a year.

And with the momentum of the digital growth, it is not hard to predict that this inefficient situation will intensify if the recruitment website does not make changes.

Traditional technology is powerless

Change requires the right remedy. Falling into such a inefficient predicament, in Sun Weilen's view, is a direct result of the traditional technology in dealing with large data has become a bit powerless. This kind of inadequacy, mainly manifests in the following 3 aspects:

The first is the flaw of the traditional search technology. The traditional search technology based on keywords can not understand the semantics behind the literal, nor can it combine the context to understand the meaning of the word. Sun Weilen For example, the general search engine can not understand the software, soft, software actually refers to the same concept, at the same time can not distinguish between "Sun Yat-sen", "Zhongshan Road", "Park" in these different contexts "Zhongshan" the meaning of the difference. When dealing with massive data, this brings two problems, one is the inevitable omission of search results, the other is the emergence of a large number of unrelated search results.

Secondly, it is the availability (usability) of information storage and information service. In order to establish their own talent pool and management system, enterprises need to invest high cost in hardware, software and manpower to integrate and process different data sources.

The third aspect is the accessibility of information. The problem is particularly acute for passive job seekers, who argue that it is a big challenge to Sun Weilen the extension of information services to potential users, or to passive job seekers.

Big data for the future

Faced with these challenges, Chinahr has his own answer. Sun Weilen that big data is the key to the future of China's many industries, will drive China's online recruitment development more mature.

Although the network recruitment industry in China's development has been 10 years, but Sun Weilen said, the network recruitment penetration rate is still very low, or just at the starting line.

He explained that, from the personal end, China now has 87 million people using online recruitment, but the number of employed people in China is 764 million, that is to say, on the job seekers, the penetration rate is only 11.4%.

And from the enterprise side, China now has 13 million enterprises, but only 1.3 million of the enterprises and individual businesses to use the network recruitment, that is, in the enterprise-side penetration rate is only 10%.

Looking to the future, Sun Weilen pointed out that large data processing technology will be the key to China's online recruitment run-off.

First, according to Monster's latest earnings report. Products and solutions supported by large data technologies have won double-digit growth worldwide.

Second, Monster's large data processing technology has won the favor of many governments in Europe and America. Monster, for example, has just signed a 20 million-dollar contract with the UK Job and Pensions department earlier this year.

More importantly, the big data is not only the network recruitment industry, but also the entire Internet industry's future. In semantic search, for example, Microsoft, Google, Apple and other world-class companies are strengthening the application of semantic search research, and constantly introduce new products and solutions. And monster rely on unique advantages, the realization of large data of the mature industry applications.

Sun Weilen further pointed out that China's network recruitment industry, with the advent of large data era, farewell to the past rely on market input to drive growth of the extensive development model, and into the technology competition, to large data technology as the representative of the era of high barriers to competition, will let the development of the industry more mature.

For Chinahr, in 2008, Chinahr became a wholly owned subsidiary of Monster, the world's leading online recruiting company, clearing the barrier for Chinahr to introduce a large data technology that monster has matured applications abroad.

According to Sun Weilen, Chinahr has launched a full platform upgrade in the first half of this year and will launch monster technologies and Chinese versions of the products in batches, including semantic search, cloud computing and behavioral orientation.

He revealed that there are already a lot of behavioral orientation.

(Responsible editor: Liu Fen)