Gao Shenning: The talent dilemma in the field of interactive marketing

Gao Shenning: The talent dilemma in the field of interactive marketing

Now, any http://www.aliyun.com/zixun/aggregation/6277.html "> advertising company, or PR company, any media-related enterprises, want to circle some money in the Internet, all kinds of network public relations, Interactive marketing companies have quietly revived, compared to the wave of two years ago, today's interactive marketing companies appear more reserved, mainly in the screening of talent and customer demand.

It seems that CCTV's first exposure is rapidly expanding the market, but the booming industry is not as glamorous as the media reports. Interactive Marketing Company's rapid development of business and talent lack of mutual contradictions, restricting the current development of such companies.

As we all know, the field of interactive marketing is very demanding of talent, not only requires a comprehensive grasp of the internet knowledge, more needs to understand the needs of customers and the full understanding of the project operating norms of talent, and the rise of interactive marketing to today's high-speed development is still only a short period of 34, such talents become the focus of the current headhunting target. Some companies even pay heavy sums to recruit talent everywhere, unfortunately, how can not pick the right talent. On the contrary, some of the business ability of the outstanding interactive marketing talent and to find suitable jobs, on the one hand is the major companies lookout, on the one seekers are confused around hopeless.

"Account Manager, an ordinary job position, we recruit for six months, still haven't recruit up." The online resume is not without, and many, but there is no suitable. A well-known human resources director to the author said. "Sometimes I am also very strange, all day to see people talk about interactive marketing, the right person to go where?" Are they all on vacation? "Perhaps this is not a corporate HR issue so sigh, perhaps this is a common phenomenon, the talent seems to be" pale no place.

Instead, the author joins in several interactive marketing QQ group, most are in the interactive marketing field has the considerable achievements talented person, in some high-end talented person feels "the suitable position is really difficult to find" and waits for the opportunity, but most are has the stable work or the entry soon the junior talent, Frequent job-hopping to their feelings can not learn professional knowledge, too high a position to prepare thick thin hair.

One side is the extreme thirst for talent, demanding, the other side is the lack of bridges, information asymmetry, lack of talent growth mechanism.

In the author's opinion, the recruitment of interactive marketing personnel into the predicament, not the information asymmetry, but too much for the recruitment of the conditions of the harsh and industry talent scarcity caused. At present, the network development has been very advanced, recruitment channels have been diversified, the company's recruitment information and talent job search information can be docked through a variety of ways, information symmetry should not be a problem, especially the circle recruitment in the past two years, most people can find suitable jobs.

However, the main reason for this is that most companies in order to avoid risk, often have a project to recruit, require new employees must start work, and ignore the long-term layout of talent, especially in the Enterprise for Senior interactive marketing talent recruitment is very cautious, in the public relations company performance is very serious, Often the level of talent directly determines the customer's future cooperation, on the contrary, the interactive marketing of senior talent are mostly veterans, to avoid encountering Waterloo, the choice of enterprises are more cautious, matching success rate is very low, this should be the real reason for the dilemma.

So, how to solve this predicament is the important task on the desk. In fact, the barrier to interactive marketing is not as high as the outside world can imagine, more enterprises should choose the way of internal training, those eloquent speakers a lot of more than a few experts in-house training, spend some experience to let the people of the internal company for actual combat, the traditional PR talent will soon become the top interactive marketing master. (Reprint Please specify: Author: Gao Shenning, Consultation Exchange: msn:gaosn@msn.cn)