Robbing Yin Net: to subvert the traditional network recruitment by talent Auction mode

Intermediary transaction SEO diagnosis Taobao guest Cloud host technology Hall

The Internet field is surging, innovation everywhere, Subversion has no time! Recently online recruitment job search field and kill a dark horse-Rob Yin Nets, subversion of the traditional way of recruitment services, creating a new business model, the first "talent stock market", "talent investment", "talent Reverse Auction", "good talent to rob" and other forward-looking, Breakthrough concept, launched the world's first individual stock market investment auction Platform!

To observe the traditional network recruitment model represented by Zhaopin, it is not difficult to find the following 6 major drawbacks:

1, passive phenomenon: the past job seekers are passive to find positions to resume and other resumes, the traditional site is to position as the center, talent out of passive status. At the same time, employers are also very passive recruitment, are in accordance with the release of posts to download or receive resumes, such as the old way, can not take the initiative to select talent. For the first time, the elite gathered a large number of outstanding talent, employers can directly select the right talent.

2, the jungle phenomenon: the traditional website existence information Miscellaneous, did not filter, just like the rabbit into the forest is very blind. A lot of talent information outdated, ineffective, job information is untrue, lack of integrity and quality assurance.

3, Silent phenomenon: As the radio silence, as the traditional service mode can not really participate in each other, can not be effective interaction, can not perceive each other's needs, talent to find jobs employers do not know, employers find talent do not know, so there is a waste of time, each other miss the phenomenon.

4, waiting for the phenomenon: the traditional mode, there is no prescription mechanism, such as the employer's pain, such as employers reply, the employer bitter and other talent response, resulting in inefficient and long waiting, the natural user experience can not talk about.

5, the phenomenon of black House: There is a serious information asymmetry in the current recruitment service, the employer does not know the job market of the talent selection and the target talent, the talent does not know the job market of the employer and the recruitment of the target position, which can not make the correct decision and judgment, and thus miss the opportunity

6, Dislocation: traditional services in the talent and employers only rely on a resume to do a bridge, not to achieve real participation and effective interaction, thus the lack of mutual understanding, resulting in a mismatch, the results are not satisfactory.

For the above mentioned pain point, Rob Yin net how to solve?

1, completely subvert the position-centric old model, the first talent-centric new model

The traditional service model is to position as the center, put the employer in the first place, the talent is in accordance with the search job delivery resume waiting for the process, in a passive job search status. Rob Yin Nets for the first time to achieve talent as the center, that "good talent, will Rob", gathered a large number of outstanding talent to show the style, so that employers to search for talent, submit intention, waiting for talent selection. Let the talented person completely farewell passive job seeking, realizes the initiative to choose a position.

2, the first "talent stock market" and "talent auction" concept and model

It has put forward the concept and model of talent stock market and talent competition, and provided a new angle of view and way to measure the value of talents, which will increase the talent recruitment to the strategic height of talent investment. The business model of the Xian-Yin Network can provide the dynamic stock price of the talent market and the recruiting market, thus providing a powerful help for the decision of both sides.

3, the total subversion and refusal to sell the resume profit model, the implementation of talent authorization mechanism

The traditional network recruitment service platform mostly relies on the resume that sells the talented person to the employer to obtain the income, but this in itself has the infringement to the personal privacy right of the talented person. Rob Yin Net not to any individuals and institutions to provide free or paid resume download service, initiated "Do not interview not sincerity", the implementation of human resources privacy authorization mechanism. Only when an employer sends out an interview invitation online and is confirmed by the person, will the employer be able to obtain complete information about the talent, which guarantees the sincerity of both sides and fundamentally protects the privacy of the human resource.

4, complete subversion of static information matching traditional services, create dynamic intent to match the new service of accurate

The traditional service without exception is only static information service platform, is one-way information transmission and algorithm matching, so can not guarantee the authenticity of information, timeliness, effectiveness. Rob Yin net through the talent stock market auction way, let both sides deep participation, full interaction, intention to communicate, so as to achieve true intention of accurate matching.

5, the realization of eligibility for access mechanism:

The traditional service platform has not filtered and screened the information of talents and employers, blindly pursues the quantity of database, and ignores the information quality, which leads to a lot of outdated, distorted and invalid information, which wastes both time and cost. Rob Yin NET in order to ensure the quality of service, the qualified personnel and employers to enter, strict audit, to achieve the non-excellent, not sincere, to ensure quality, but also to provide both efficiency.

6, realize the limited-timed feedback mechanism:

The traditional service platform does not provide the time limit indicator, both the talented person or the employer often must undergo the long wait to obtain the feedback. Rob Yin Network initiated a limited-timed feedback mechanism, limited time display (talent display and post validity of up to 30 days), limited-time auction, limited time feedback (talent to confirm the employer bid and interview invitation must be completed within 48 hours, the employer to send the interview invitation must be completed within 48 hours, otherwise will lose the opportunity), At the same time, the entire selection of recruitment process to provide free dynamic reminders, thus greatly shorten the process and improve efficiency.

7. Horizontal Dynamic comparison:

Traditional service platform, talent candidates for a certain position is not clear about other candidates competitive dynamics, employers to recruit a certain talent is not clear to other employers competitive dynamics, so that both sides can not adjust the plan in time to make the best choice. For the first time, the people can understand the same position competitive dynamics, employers can understand the same talent competition dynamics, thus helping both sides make more suitable judgment and choice.

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