Five ways to change the world's recruiting process

In a recent survey, there are 77% full-time people who are either looking for new jobs or are preparing to change jobs this year.

And those who may not have changed jobs for years and are far from the job market, when they start looking for new jobs, they will find that the market has changed a lot. Many years ago, looking for a job was simply a simple delivery of a written resume, but people who had gotten used to it would find themselves behind the times, and now they need to upload their resumes to a personal myspace page and make a positive response.

On the other hand, companies of any size are trying to recruit good people through the use of different new technologies. The following is a number of human resource recruitment trends, I think everyone should pay attention to, whether you are a desire to develop a good product programmer or a world top 500 recruitment executive:

1. Transparency is king

If you want to enter a company, then you can check the Glassdoor website to see how the company evaluates: salary, working atmosphere and so on. Glassdoor This platform basically gives job seekers the ability to perform X-ray scans of the company, and can get a lot of useful information. The ability to investigate this basic platform was difficult a few years ago, but now it will take only a few seconds to complete.

On the other hand, the company is also responsible for recruiting people who are well aware of job seekers, to see if they are really enthusiastic about the job, understand how they work. If you're a job seeker and you apply for an assignment, think of a company that may be looking at your blog, your social network account, and so on. The reason is very simple, you can check others, others can find you, the network is so, very fair.

This may seem like a bad idea, but in fact the company just wants to know more about the details of its employees. They just want to know what kind of guy they might be working alongside them in the future.

2. Technology makes job-search process more humane

In addition, technology has fundamentally changed the way people communicate in the process of job search. A few years ago, looking for a job often meant a constant email with an unknown recruiter. But today's job search process is as real as chatting, and technology makes it happen.

For example, someone has sent you a job link from LinkedIn, and you'll find that there's a photo next to the name of the letter, and you'll feel like you're interacting with a real person. And the new BranchOut company will take these steps closer, allowing users to find jobs through Facebook. Although Facebook is not a professional social network, data shows that 18% of people find jobs through it.

So BranchOut and Facebook can pose a threat to LinkedIn.

3. The actual skill is the magic weapon of job hunting

Of course, if you graduate from Stanford, you still have an advantage in GPA credits of up to 4.0, but today's recruiters value how you apply your skills to the real world, not just on paper. If you're a programmer, you should have a few decent github projects; If you're a writer, you need to have a rich blog.

For example, a new company, Trueability, has released a skills evaluation platform through which engineers can display their actual skills: Linux system knowledge, script development capabilities, and so on. Trueability's clients include Netflix, Rackspace and Sony PlayStation, among others. Because these companies know that only real-world skills are critical.

4. Resumes are no longer dead, but data-driven foundations

Nothing is more annoying than filling in information about a company's job, which usually takes half an hour to paste information from a resume. But for the company, this form is really important so that they can quickly complete the massive data analysis screen. In fact, Google has long ago started data-driven methods to tap potential candidates. They formed a whole department to do the work. In addition, many mathematical models and algorithms have been developed to accomplish this complex task.

5. Smart companies know how to use content marketing to attract talent

According to market research, 91% of job seekers say that a company's reputation and branding in recruiting can have a big impact on their choices. So the most successful companies understand this, and constantly update the relevant content on the Web, using these content to attract potential job seekers interested.

Reliable job seekers do not put their resumes into each company, they would rather spend some time tracking the content that some companies are releasing, and then make a judgment on this basis.

So in the age of social networking, valuable content distribution is the key to recruiting.

In short, the entire recruitment process will be more to the data-driven model transformation, but also more authentic, transparent and humane. Although the number of candidates in the rapid growth, but with the help of network technology, the company can better focus on the data, from a new perspective and ways to help people build across the network and the reality of the link.