How does Internet recruiting mature?

This burgeoning recruitment service is emerging, but it is far from mature; While traditional recruiting sites are inefficient, they still have an essential advantage in many cases, where will internet recruitment go? or, how should internet recruitment be maturing?

Recruiting is a difficult job.

In the past year or two, when visiting various internet companies, regardless of size, they invariably said that finding the right people has become increasingly difficult. Considering the current large number of unemployed groups in China, this is a very strange phenomenon, why there are so many people do not have employment in the environment, there will still be a difficult problem?

Another wise, they have said, now in the traditional recruitment site to find the right talent is difficult, many teams in order to attract talent, in the recruitment of creative ideas can be racked up, and internal recommendations, social networks and other unconventional way is often a surprise harvest. Knowing that founder Zhou Yuan has said, when recruiting employees, he evaluates them through a list of books that employees have read in the watercress, and it is not uncommon for recruiters to use personal data such as Github project experience, knowledge of the question and answer record, to recruit references; And when interacting with other Internet companies, there are more and more cases of successful recruitment through social networks such as Twitter and Weibo.

Recruiting is a boring thing.

The decline of traditional recruiting websites is obvious. Not so long ago, Monster announced the sale of Chinahr as a result of the loss, while several other major recruiting portals were also mired in profitability. What's wrong with them?

The traditional recruiting process is boring and inefficient, both for recruiters and candidates. From the bulletin board of the traditional job fairs and the recruiting booth, to online jobs and resume classification services, recruiters do is from a large number of resumes received, consultants, and talent database, using limited information constantly screening potential candidates, hoping to find the most suitable person; They also use a simple job description to decide whether to apply for a job, from a list of many recruiters.

Lack of depth of information and a large and not-targeted list of candidates, resulting in the recruitment of a cursory, rough scan candidates screening methods, but also caused the candidates to cast nets, the lack of customized bulk application methods. At home and abroad a few major recruitment portals, similar situations are fairly common, and they also set up a variety of functional designs that simplify CV delivery and screening, plus the overwhelming advertising and authenticity of information on their websites, which exacerbate the information overload of both sides.

For job seekers, the selectivity and mobility of employment has been greatly enhanced, more and more common trans-professional talent jump, increasingly a mere formality of the university education brought about by the new employment of the lack of preparation, and the fierce competition between companies is to let those who really have the ability to become commodity. Although the applicant side of the supply is quite adequate, but to meet the needs of the recruitment of effective personnel has not increased significantly, which caused a lack of talent in the entire industry, the traditional recruitment site is no response to this scenario. Related to this, not everyone is actively looking for work, and the most suitable candidate may not be among those who are looking for a job. The attraction of passive job seekers, who are not actively seeking jobs but has a potential job offer, is beginning to increase significantly compared with those who are eager to find a job. According to Jobvite, the latest survey shows that over the past year, outside the newly employed population, fewer than 10% of the respondents said they were actively looking for new jobs, while domestic surveys showed that the proportion of passive job seekers was 70%, while traditional recruitment sites were completely inaccessible to this large group.

It is not hard to understand how these sites are increasingly marginalized after the recruiting parties have found many of the limitations of the channel.

Where do Internet recruiting go

There is no denying the fact that these recruiters have been sitting on huge recruiting figures, but just as the early Yahoo had not been able to use its own index of pages to get caught up by Google, the main online recruiting portal has not changed much since its inception more than 10 years ago, There is no better data mining for the information on both sides of the recruiting side, which undoubtedly misses a chance to evolve. Today, the hiring market is not the same as it used to be.

But if you don't recruit through these recruiting portals, what else is there to do? Social and vertical has become the direction of many new recruitment services.

Social

The social networking of recruiting has certainly complied with the social network tide in recent years, and LinkedIn and Facebook's success in talent has accelerated the search for this channel by recruiters. In addition to several mainstream social networking services in the recruitment of unexpected use, both at home and abroad, there have been a lot of social elements into the recruitment site, from the domestic street network, SINA "micro-network", Jingwei Network, to foreign hirerabbit, BranchOut, They either set up a social network for job seeking purposes independently or have value-added services related to recruiting on the basis of the user's original social network.

The integration of social networks into recruitment is accidental, but it's also very easy to understand. In terms of our current understanding of social networks, its original purpose is to allow users to better share their lives, work in a variety of interesting bits, these original personalized information after a long period of accumulation, forming a specific user's interest, occupation, skills, Relations and other detailed personal data files. Companies such as Facebook, Twitter and Google clearly see the value of this data, but for them, the main way to tap this value is to push custom ads to users. For hiring, companies can get more comprehensive and authentic user information from user social network data, such as the one mentioned above, through watercress readings, twitter/, and Twitter-sharing information, which is often more effective than a single resume.

On the other hand, recruitment is always a two-way choice, in addition to the recruiter to know more candidates, candidates also need to be in a single recruitment notice, a more in-depth understanding of the various aspects of a recruitment company team information. Social networking clearly has its own unique advantage in this respect, the typical cat culture of pea pods, the Gitcafe programmer culture, and the kitchen food culture are all reflected from its microblog, which has played an important role in recruiting the company to expand its cultural promotion and attracting more potential candidates. This is especially important for the entrepreneurial team, and this is a more effective channel for the "passive candidate" mentioned above.

But it must be seen that the role of social networks in recruiting is only limited to small elites. This is due to the long accumulation of social networking information needed by businesses and individuals, on the other hand, in the absence of effective data mining now, mainly rely on manual screening to verify the social recruitment method is a greater sense of a chance problem, in large-scale, urgent recruitment can not play a real effective role.

Because of this, it is not clear that social recruitment services, such as the street network, that require the recruitment of both parties to re-establish their relationships will be able to keep users and contribute to content for long periods of time, while recruiting services that simply overlay jobs on existing social networks rather than on data mining (Sina Micro Recruitment) The significance of both sides is questionable, and instead, recruiting services that help recruiters better utilize social networks (such as Hirerabbit) may now be more valuable.

Finally, to achieve a truly practical and effective social recruitment, the most urgent is for the recruitment of relevant information in-depth data mining and matching, in foreign LinkedIn, Facebook is undoubtedly in the best position, in the domestic individual has not found a real strength of service providers.

Vertical

In the traditional recruitment channels ineffective, social recruitment in the case of low probability, based on the interests of the community, regional classification sites of vertical recruitment methods are also favored by many people, such as the Internet Business Circle of the V2ex recruitment version, the Programmer circle of GitHub Recruitment Services, local life service category 58 with the city recruitment area.

Compared to large recruiting portals, this kind of vertical recruitment service advantage lies in its concentrated vertical group's focus, the recruiter can clearly understand to publish the recruitment information the audience characteristic thus to release the targeted recruitment advertisement, in the cost control, the success rate and the efficiency also has the big promotion. However, the characteristics of the minority is one of its major advantages, but also doomed to the size of its development will be more limited (of course, this is not necessarily a bad thing).

In addition, mobile, crowdsourcing recommendations and other models are also beginning to be applied in the recruitment field, perhaps one day we can even find more new technology to constantly innovate the recruitment of this long history of the industry.

This is an awkward era, with emerging recruitment services rising but immature, and traditional recruiting sites that are inefficient but still indispensable in many cases; but it is also a time to look forward to, and the recruiting parties caught up in the traditional boring channels are finally seeing the dawning of a possible break in their old model.