The rise of social recruitment traditional network recruitment can hold the position

Now, a new way of recruiting--social recruitment is slowly rising, more and more companies try to recruit employees through Weibo, especially some start-ups, the founder of the micro-blog directly seeking the yin is everywhere, and recently Sina Weibo has launched a micro-recruitment with the street network, and when 51job, Zhaopin and other traditional recruitment sites began to compete head-on for the market.

We search for "microblogging recruitment" via Sina Weibo, which is 10 tens of thousands of from January to the end of July alone. There are also a number of microblogging accounts dedicated to the recruitment of information, such as @ Practical micro-recruitment and @ Micro-blog Recruitment information, their number of fans are in 100,000, to @mrbrand Shangxiang, a social activist of electric business as an example , often giving some job hunting for some hair, he revealed in a recent microblog that a microblog could bring 30 to 50 electronic resumes for the publisher, and 51job might not have the same effect.

This is also the case abroad, according to the social recruitment website Jobvite The latest reports and charts show that about 89% of American companies use social media to recruit, in the use of social media recruitment of these companies, 80% of the use of LinkedIn, Using Facebook and Twitter are 50% and 45%, and I want to use Sina Weibo to recruit a few at home.

Problems with traditional recruiting websites:

For job Seekers:

1. Large information, high screening costs

The face of countless rectangular also with flashing banner, and the name of countless companies, so that job seekers are sad, job seekers need non-stop search, constantly screening, this pain I think a lot of people have eaten it!

2. The same recruitment content, lack of the job seekers really care about the information

This is the job seekers in the traditional recruitment site encountered another problem, with Product Manager For example, I think many companies in addition to the name of the company, the responsibilities, requirements are basically the same, and the job seekers are really concerned about these problems;

① is this company reliable?

② How about the welfare of this company?

③ What kind of department team do I go to?

④ What kind of person is my leader?

⑤ How does the company's employees evaluate the company?

⑥ where can I find someone who has applied for this company?

But these, 51job of this traditional recruiting website did not provide, also cannot provide, because they are only a bulletin board.

3. After the resume, only a long wait

Once a job seeker throws a resume, the only thing job seekers can do is to wait, more often, just a resume in a lot of job competition to strip out is very difficult, and job seekers have no way to talk to recruiters, through dialogue to make up some information asymmetry, And the general company is the basic HR in screening resumes, HR sometimes more value is the job seeker unprofessional some information, this also to some extent may let some outstanding job seekers to miss, because they sometimes will not packaging themselves.

For corporate Recruiters:

1. Format curing, thin content

Recruitment can only be published according to the template inherent in the recruitment site, other information can not be displayed in the recruitment information;

2. Asymmetric information

For job seekers, recruiters can only learn about job seekers through some of the information on their resumes, and most of the information on resumes is processed and packaged by job seekers, sometimes hard to distinguish, and, like job seekers, recruiters cannot exchange information about job seekers through resumes:

① what is the character of this job seeker?

How does ② get along with colleagues in the original company?

③ How does his friend's colleague evaluate this man?

④ What is his social relationship?

⑤ His professional level who's going to give him a guarantee?

3. HR may not be screened is not necessarily appropriate

I've had some recruiting experiences in the company before, Basic is the need to submit to the company's HR department, HR through 51job and other websites to publish information, then HR will be their screened resume sent to the employing department, there are many times the resume looks good people are we brush off, but also often complain about the HR screening resumes not reliable.

What has social recruitment changed?

Actually looking for a job is a very painful thing, especially want to get some people's help, such as some acquaintances recommend, ask acquaintances to find out how a company, and so on. I understand that social recruitment has changed some of the following things;

1. More symmetrical and transparent information

Although the 51job and other traditional recruitment sites are also trying to become socialized, such as you can become Alibaba, the company's fans, but for many small businesses, the reputation of the good or bad in the 51job can not see, and if the company posted on the microblog recruitment information, reliable, If you are willing to forward the recommendation more, if not, the comments may have some evaluation. The job seeker can see the situation immediately.

For a job seeker, the information he has is not just a death resume, his microblog is a living resume, for the enterprise to determine a person, can provide a good reference, such as his reputation in the industry, he is concerned about what kind of topic, he is a kind of personality, he contacts friends are what kind of people, These are subconscious manifestations of job seekers through the social media of Twitter, and on the other seekers have to be cautious in their microblog, saying that no prospective employer is giving up on you for a tweet.

2. Make the recommendation possible and make the social relationship work

Most of the time, people don't take the initiative to find a job, and in micro-blog, many companies hope that through some more senior people to recommend some reliable people, at this time, if you are in a circle of good word-of-mouth, the character is also good, said no one will recommend, a good job is delivered to the doorstep.

And for the recruiter, originally posted on the 51job information, the audience is relatively small, the recommended to friends may be less, and on Weibo, many bloggers are willing to forward some of their own related areas of recruitment, such as I like to forward some and social media-related recruitment information, because I know, My fans basically like social media to engage in social media, which is the beginning of the article said, @ @mrbrand Shangxiang of a microblog may bring 30 to 50 of electrical talent's resume, because his audience in this area accounted for the majority.

3. Let recruitment is no longer an HR department thing, the whole company can act

On Weibo, you will often see some companies in a department of the boss directly release some of the recruitment information, and these recruitment information is not so inflexible HR release, but the culture of a department through a micro-blog display, such as some show a department of single beautiful colleagues, Some of the recent department to publish the corruption of the gains, the opposite is through the department's culture to attract people, relying on the charm of the department boss attractive, rather than the 51job to see the job responsibilities, requirements of these tedious content.

User Department boss directly through social media recruiting one advantage is that he knows more about what he needs to look like, can see some of the information on the resume, such as a person on the social media topic is very active, may only directly letters ask if there is no interest in job search, who and HR become friends?

Summary：

For individual job seekers, social media makes it easier for individual brands to be established, I believe that the future job search to a large extent by personal brand, individual job seekers can through blogs, micro-blog and other weapons to write their ideas, so as to accumulate a live resume, but also to accumulate contacts, opportunities always leave a prepared person. But social media is also a double-edged sword, from now on must be cautious, perhaps the employer for some of your improper microblogging and you have opinions.

For recruiting companies, social media has cut costs to some extent, and companies have been more aggressive, more accurate, and more colourful in their job-seekers than they used to be.

For traditional websites like 51job, the future is more challenging, if only a bulletin board function, its value will be lower, the middle and high-end recruitment will be transferred to the social media, the challenge for 51job can see my previous article: starting from 51job to individual job seekers to start charging.

The above is my social media recruitment of the mouth hydrology, how do you view the social media recruitment this matter, welcome message discussion.