Summary and improvement method of talent net end-visit

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has gradually entered the end of the year, the talent network has gradually entered the off-season, after a year of efforts, you can begin to sum up the pay and results of the years. Therefore, during this time, we have conducted a large number of business users return visits to listen to their views on our service this year, in order to make improvements next year.

Although the popularity of online recruitment and soon, but most of the companies joined to the network recruitment is basically accepted and recognized this way. Moreover, many companies do recruit the talents they want through the talent network platform. However, a large number of enterprises have expressed the difference with the expected effect. After summing up, the approximate problem and improvement way are as follows.

1, the human resources intensive enterprise staff demand is big, the talented person network talented person supply is insufficient.

Although the network recruitment has been very popular, but most of the internet to find work of the younger age, but also with graduates, white-collar workers, it technical staff as the main force. And for human resources-intensive enterprises, such as most industrial areas of the factory, they need experienced staff, and the amount required is relatively large.

There is only one solution to the shortage of resources, namely, to inject more resources. This kind of human resources is obviously not in a corner of the network, but in some corners of the reality, so need to expand under the line. This kind of personnel is generally concentrated in industrial areas, industrial areas near the residential areas, as well as in the urban villages. The main measures can consider three ways, the first is to send leaflets, stickers posters, do the most simple and effective promotion. Of course, pure such effect is not enough, because this part of the people on the Internet is not high probability. Therefore, to strengthen the contact method, is to expand the telephone to find work, the focus from the network, transferred to the telephone. Through the telephone, customer service on behalf of the network to complete the recruitment process. Finally, there is a way to select more people flow time, set up a small booth regularly, and then print the time of the recruitment list, on-site to help recruit publicity. Of course, this can also be with the nearby intermediary cooperation.

2, the geographical limit is too large to cause the increase of cost

We do the local talent network, so the basic scope of activities in the city. But for some companies that provide food and lodging, they are not subject to geographical constraints. Instead, they need employees from around the city, either because of the number of people they have, or for offices in the next city. If they want to achieve this effect, they need to recruit in every city's recruiting network, which greatly increases costs and duplication of operations.

Considering that only part of the enterprise needs, big do not have to do as a local recruitment network to operate a website, off-site competition costs high, but also has a foothold with opponents. Therefore, the surrounding cities as a supplementary to the development, according to the situation, you can set two domain name to promote, but also according to the needs of enterprises, special industries to promote. If the site development is strong enough, you can directly find agents, auxiliary agents to establish an off-site recruitment network, and then to share resources. You can also share resources by federation with the same level of development around the site.

3, the resume is stereotyped, difficult to select

Now many people write resumes for the sake of convenience, are everywhere copying others, and then a little change, become their own. As a result, it's basically consistent in addition to the Graduate school. Even the details of the work experience are not clear, which makes the recruitment of enterprises very difficult to find out the pros and cons of each job seeker.

Of course, the most fundamental thing to solve this problem is the job seeker itself. The talent network can only improve the problem from the side, first of all, in the necessary place for a warm reminder. There is also a review of the resume, if allowed, the audit can be from the simple "through", "not through" to improve through the mailbox, SMS and other means to remind users to optimize the resume. The last one is to fill in the form on the resume to improve the structure. It turned out to be just a big input box. Now improved for a number of frames, respectively corresponding to "self-evaluation", "work experience", "advantages and disadvantages" and so on, to guide the user to the various parts of the detailed fill.

These three questions are the most important, and of course there are some details of our own problems, which requires us to improve our work. More communication with customers, for the development of the talent network is very important. This article by Suining Talent Network http://sn.0516zpw.com release, reprint please specify.