Online recruitment rivers and lakes: old, middle, and new platform pairs

Editor: With the development of the Internet, the recruitment platform moved the recruitment information from offline to the line, from the website side to the mobile terminal to meet the employment needs of C -side users and B -end business owners. Today, the online recruitment platform is still evolving and innovation. This article tells how the online recruitment market is the old, middle, and new platforms on the market. Let's take a look.

How can we "evolve" online recruitment platforms?

Open the history of the Internet recruitment industry, the recruitment website of the PC era 51job, Zhilian recruitment and other recruitment websites move the recruitment information from offline to online; the mobile Internet era BOSS direct hiring and Logou and other recruitment platforms make good use of big data technology to improve the accuracy of matching; In the live broadcast era, work changes the method of traditional recruitment, and improves the efficiency of recruitment in a more intuitive form of live broadcast ...

In different times, various types of recruitment platforms serve the public in different recruitment methods, and they have also established competitive moats. However, these platforms Internet markets are floating, and no one can lead the market for a long time. Opportunity.

In addition, with the successful graduation after 00, they have become the mainstream job seekers. Their unique outlook on job search also affects the online recruitment market. New demand and old problems need to be resolved. The new platform takes this opportunity to "look up". Recently, a new generation of online recruitment platform "Get the Mirror Place" has received tens of millions of yuan of angel round financing and broke into the online recruitment market with a new attitude.

C -end jobists and B -side business owners have put forward new demands on the online recruitment platform. The online recruitment of veterans in the market "fights" with the ability.

1. BOSS direct hire good use of digital technology

In the era of the mobile Internet, BOSS direct hire is the "Fengyun" enterprise of the online recruitment industry, because BOSS direct hires of technological innovation, user scale advantages, market controversy, and polarized market reputation, which allows BOSS direct hires to be in public opinion for a long time in public opinion for a long time In the wind.

First of all, technological innovation is the foundation of directly hired by BOSS. It is the first to use the "Mobile+Smart Matching+Direct Chat" strategy to solve the problem of recruitment efficiency and matching accuracy of the previous generation network recruitment platform.

The traditional network recruitment platform has a large number of user resumes, but the user experience is poor and the efficiency is low. First, the traditional network recruitment platform lacks the ability to process data, and the information between enterprises and applicants is asymmetric; second, the false job information and false recruitment information of traditional network recruitment platforms are endless, and the information is credible. Third, users Intelligence obtains information through search, and the job search efficiency is low.

Different from the traditional network recruitment platform search logic, BOSS direct hire adopting big data accurate matching strategies to create an intelligent matching mechanism based on technologies such as artificial intelligence and big data, which effectively improves the efficiency of online recruitment.

On the one hand, BOSS direct hires accumulate resume keywords and user search records, and then select the position that matches it through the algorithm. The technology breaks the "information cocoon room" and improves the matching power. "Looking for a job, I want to talk to the boss." Job seekers directly communicate with the enterprise online to improve the efficiency of preliminary screening on both sides.

Secondly, BOSS direct hiring more socialized and diversified gameplay is well received by generations Z, and its user activity leads ahead of other online recruitment platforms.

In the first quarter of 2022, the financial report showed that the first quarter of BOSS (suspension of the new user registration period) achieved revenue of 1.138 billion yuan, an increase of 44.3%year -on -year, and the average daily active user average and peak exceeded the same period last year. It has maintained continuous growth, and paid companies have reached 4.5 million.

However, with the acceleration of the commercialization process of BOSS direct hiring, its information management vulnerabilities have become more prominent, and the operating risk has increased significantly. Last year, the Cyber ​​Security Examination Office implemented a network security review of BOSS. Early warning, BOSS still needs to work hard in the future.

The recruitment industry is positive and intelligent, and the application of AI, big data and other technical applications will become wider and wider in the future. It will seize the direct hiring of BOSS for this opportunity and will have more room for development. Repairing work, resisting competitors, improving its own management system, repairing platform reputation, and achieving sustainable development.

2. Quick recruitment "face -to -face" straightforward chat

Live recruitment is an online recruitment game that has emerged in the past two years. The birth time is short but developed rapidly. Over time, the live recruitment is recognized by more job seekers and enterprises due to high interaction, "face -to -face", no place restrictions, and high convenience.

The market's online recruitment platforms such as BOSS direct hires, carefree futures, hunting recruitment, etc. have carried out many live recruitment activities. Live recruitment has gradually become one of the mainstream recruitment methods. Taking the BOSS live data as an example, in 2021, SMEs with a size of 1,218 companies have opened nearly 2,000 recruitment live broadcasts on BOSS direct hires.

In January, Kuaishou's low -key online recruitment platform "Quick Recruitment" focused on live recruitment. He pushed himself on the Paidai platform of direct online recruitment platforms such as direct hires, carefree, hunting and recruitment, which also accelerated the improvement of the live recruitment ecosystem.

It is understood that enterprises or labor agencies can open a live recruitment activity in the fast -handed registered certification account, and job seekers can complete the job delivery only to leave the contact information. Get more recruitment information from the live broadcast room. There are two key points of the "profile" of the "brief introduction" of industrial and mining workers, agricultural workers, construction workers, dock workers, sales, and sales. There are two key points for the fast recruitment platform for recruitment platforms. One is to simplify the recruitment process, and the other is to focus on the blue -collar market.

The conventional recruitment process is the user's production resume, search for related positions, delivery resumes, corporate screening resumes, communication between the two parties, and reaching the following test will be below the recruitment process. But the process is really simpler.

Quick recruitment simplifying the recruitment process has played the effect of optimizing the recruitment experience, and also reflects the advantages of widely recruiting recruitment coverage, strong interaction, and high accuracy. For job seekers, fast recruitment workers cancel the resume delivery process, which reduces the job time and cost. For enterprises, the live broadcast recruitment has the effect of spreading the news, and the corporate recruitment information is wider.

Quick recruitment focuses on the blue -collar market, and has played a "differentiated target group" card, and has achieved remarkable results.

On the one hand, blue -collar workers recruit huge volume and strong demand, and they are familiar with entertainment methods such as short videos and live broadcasts. They are the "frequent customers" of the live broadcast platform. According to CIC data from the consulting agency, in 2020, there were 395 million blue -collar workers, 179 million white -collar workers, and 12.4 million gold collar. The average white-collar worker only changed to work once every 24 months, and the blue-collar workers took the initiative to apply for a year up to 4-5 times.

On the other hand, the mainstream Internet recruitment companies are mainly white -collar and gold collar recruitment. The penetration rate of the blue -collar online recruitment market is far lower than the white -collar market. According to network data, the penetration rate of the blue -collar line is only 13%, which is far lower than the 51%of the white -collar and 31%of the gold collar. Taking BOSS direct employment as an example, as of March 2021, BOSS direct employment of 85.8 million certification job seekers, white -collar gold collar, blue -collar, and college students accounted for 55.0%, 28.8%, and 16.2%, respectively.

In the past half a year, the number of user users and user activity have achieved rapid growth, and the user volume has chased the comprehensive online recruitment platform. According to official data, in the first quarter of 2022, the number of monthly active users of the "Quick Recruitment" section of the Kuaishou live recruitment platform has exceeded 100 million, and the number of resumes in a single day during the Spring Festival reached 150,000.

From the perspective of various signs, the live recruitment platform is expected to grab the market share of old players with the "vertical" recruitment model and target group. At the same time, there are more "newcomers" who have just been involved in the online recruitment market. The competitive pressure of the online recruitment platform is not small.

Third, grabbing workplace innovation recruitment mode

Online recruitment market BOSS direct hires, no worry -free futures, hunting, fast recruitment workers and other strong enemies are registered. The newcomer grabbing workplace can only be selected for differentiated breakthroughs.

According to reports, grabbing the mirror workplace is a recruitment service platform, which mainly provides candidates with a comprehensive and more three -dimensional display of the highlights of the workplace, activating the strong contact relationship network, operating the pulse in all aspects, and providing employers with free release positions, asynchronous interviews, efficient efficiency Sales such as screening, employer display.

In general, the mirror grabbing workplace is determined to break the traditional "C -side sea investment+B -end sea selection" approach through the "two -terminal wealthy media information homepage+structured interview question bank+asynchronous video interview tool" mode.

At the C -side, the mirror -grabbing workplace provides more diversified job search services, attracts job seekers with new ideas and creativity, and has opened up a new online job search. Different from the traditional online recruitment platform, users can create a three -dimensional personal homepage and show their personal diversity capabilities in all aspects. At the same time, users can operate in the workplace connections, query workplace dynamics, and "multi -function+social attributes". Improving the user experience.

At the B -end, the mirror -grabbing workplace helps enterprises to optimize positions, build corporate image, and use digital capabilities to improve corporate information exposure and information screening efficiency. It is understood that the mirror -grabbed workplace nested the data -based and intelligent capabilities model into the platform. At the same time, the structured question bank and asynchronous video interview tools were used to help companies quickly find talents and banned the gameplay of traditional enterprises. It also reduces corporate recruitment costs.

Simply put, the mirror -grabbing workplace can be diversified, multi -level, and multi -directional display B and C -terminal information, and the use of digital technology screening and matching to improve the efficiency and efficiency of the dual -end ability matching. According to officials in the workplace of grabbing the mirror, the time cost of this model can save the entire link of 70%, the recruitment cycle is shortened by 7 days, and the candidate funnel expands 5-10 times.

At present, the new model of grabbing the mirror workplace has successfully landed on the Internet, technology, new consumption, new energy, cross -border and other industries, confirming the feasibility of this model. It's just that the long -term value of the new model takes time to verify, and users also need to try to develop user habits, and this process is full of challenges.

In short, the mirror -grabbing workplace has improved the service level through model innovation, improved the efficiency of online recruitment, and improves the value of the platform. However, the recruitment market master Lin Lili, BOSS direct hire, Zhilian, Wuyou worry -free and other comprehensive online recruitment platforms have occupied the head position. If you want to grab the mirror workplace, you want to get a leading market share in the recruitment market. Easy things.

Fourth, game, efficiency and growth

Although there are already mature companies such as BOSS direct hires, carefree, hunting, and intelligent upgrade in the online recruitment market, some new opportunities for entrepreneurship will still be born in the digital and intelligent upgrade process. Under this trend, there are more and more new players who have entered the game. They are intending to occupy a larger market share through differentiated routes, thereby distinguishing between old players. There are also many old players who "change". They all try to improve the overall operating efficiency through digital and intelligent means, deeply dig the potential increase in the online recruitment market, and continue to grow their own strength.

So how to get growth? We can look at the game of new, middle, and old online recruitment platforms.

On the one hand, the new technologies, new methods of fast recruitment, and new models of mirroring workplace are essentially increasing through "efficiency -driven", which also enhances its own competitiveness. At the beginning of the development of the industry, the recruitment market was in the increasing stage. The release of demographic dividend was the source of the online recruitment platform to achieve growth. After entering the stock stage, improving efficiency became the key to new growth in enterprises.

On the other hand, the proportion of post -00 job seekers is increasing. The online recruitment platform to pursue an efficiency upgrade in order to meet the personalized needs of users after 00, which will inevitably drive the industry's efficiency to upgrade. At that time, the online recruitment platform will also usher in a new round of market dividends.

Before the new round of market dividends after networking, digitalization, and live broadcasting, the wide online recruitment market can accommodate multi -share power games. BOSS direct hire, fast recruitment, and mirror -grabbing workplace online recruitment platform campaign may It will be very long ...

Source public account: Financial external parameters (ID: JRWAICAN), explore the new economy, and discover new technology.

This article is issued by everyone's cooperation media in the cooperation between product managers.

The title map is from Unsplash, based on the CC0 protocol

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