On the external problems and coping methods of operating recruiting network

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In the process of operating the recruitment network, even if our site has been promoted has achieved a certain degree, but still have a variety of problems to solve. There are internal problems, but there are also external problems. Recruitment network is an intermediary service site. Its target users are clear, nothing more than employing units and job seekers. The behavior of the two is not relevant, but as long as the problem on the one hand, will lead to employing units and talent "paired" broken disk, which seriously affected the long-term development of the site.

The employer's distrust of the site

The current recruitment network adopts one-way toll mode, enterprise employing units as the only charge object, the development of the site plays a decisive role. So how to handle enterprise employing units, is the site can be profitable, at least the survival of the first conditions. But most of the industry's employing units, especially the small and medium employing units are offline industry, although familiar with the network. But to have no contact with the recruitment site feel more confidence, it seems to be a difficult task to complete.

From the point of view of employing units to analyze this problem, in fact, the employer is worried about two of the problem: this site is formal? Is it really affordable to help me recruit the staff I want? First of all, the site's formal is from the site is a formal business registration, if this advantage is large can reduce the employer's doubts. Second, is the site's reputation can be passed or indirectly transferred to the ear of the employing unit, this is what we often say word-of-mouth. This mainly depends on the site usually under the line propaganda, so for a recruiting site can not just rely on online promotion, but also to do the promotion under the line. such as bus lights, billboards, leaflets and so on, according to their own capital budget. The completion of these has satisfied the first request, and whether can help the employing unit recruit satisfied staff. This need is the strength of the site itself. In addition to the personnel and units to show the flow of our site, job seekers resume number, corporate employee matching rate and so on. Site can use trial mode, let the employing unit to test the effect, for the face of a no use online recruitment of employing units, this is the most direct and effective way, not just care and short-term interests, to have a long-term vision, if an employer to cooperate down, it will bring a long-term stable income.

Employers reading resumes are not active

Employing units accepted the site of the invitation, free or pay to enter our platform, many enterprises will think that this can be direct and other talents of the initiative, feel that in addition to money on the matter will be given to you to do. And for the site, the target users in addition to employing unit users, as well as job seekers. In order to make job seekers more convenient to apply for a job, the site will generally use the network delivery resume way. And if the employer does not regularly log in to read the resumes posted by the job seeker, the recruitment process is blocked. The matching rate of employers and job seekers naturally declines, and it directly affects job seekers ' trust in the site. Send a resume, who will exhaust the mind to come to your job search network.

To solve the method of course is to remind employers to actively read the resume of job seekers, of course, we do not too blunt this well-meaning reminder, after all, employing unit users is our source of income. We according to the employer for the resume reading, to those who are not active employing units to use mobile phones, email reminders of the way. or design when the resume of a job seeker is posted to a certain employing unit, the system automatically sends the information to remind the employing unit to recruit the responsible person. In addition, we can also add a site to show each employing unit to read the resume probability and speed, of course, the actual employing units of the telephone and other contact methods, remind job search can be by telephone or other means to apply for counseling.

Differences in job hunting habits among local job seekers

Although today's network is now more popular, but for the manufacturing industry, the majority of job seekers or employers will not choose to recruit online. For example, Quanzhou Jinjiang is a shoe clothing production of the city, the main human recruitment or some front-line production staff, and this category of job seekers or employing units generally rarely for the use of online recruitment mode.

Our recruitment network should not only be limited to online development, more integration of other recruitment channels. In addition to online recruitment, we should also develop telephone recruitment, on-site recruitment and so on. On-site recruitment, is to select a good lot or special exhibition area, and then the recent period of recruitment information sorting print, the choice of large flow of time points to the consultation desk on the line. As long as Vaughn insists on doing it, the effect will get better.

Of course, in the operation of the recruitment network, there will be a variety of external problems, as long as the key to grasp the good problem, to complete the recruitment process as the core, can be gradually resolved. The above is from the part-time bar http://www.jianzhi8.com/several views, I hope to help you, reprint please retain the source.