The origin of online recruitment

Hello! Defining online recruitment, also known as e-recruitment, refers to the process of helping enterprise personnel managers complete recruitment by using technical means. That is, enterprises use resume database or search engine to complete the recruitment process through their own websites, third-party recruitment websites and other institutions. The idea that enterprises use information technology to help integrate resources has been gradually implemented in enterprises in China. Computer-aided management operation has been practiced in production, marketing, finance, R&D and other aspects for many years. Only electronic human resource management (eHR) has become a hot topic in recent years. According to the practice of domestic and foreign enterprises, the main forms of eHR are: e-recruitment, e-training, e-learning, e-communication and e-evaluation, among which e-recruiting has developed most rapidly. How to make HR personnel pay more attention to the core of enterprise competition-talents through the establishment of electronic recruitment, so as to increase the overall competitiveness of enterprises and enhance the competitiveness of HR personnel within enterprises at the same time is a new topic that all HR personnel pay attention to. There are two main ways of online recruitment: one is to register as a member of the talent website, publish recruitment information on the talent website, collect job seekers' information and query suitable talents; First, post recruitment information on the company's website to attract talents. At present, online recruitment has been deeply rooted in the hearts of the people in the United States and other countries, and has become the first choice for college graduates and staff to find jobs. In the United States, it has become a common practice to find a job online, but few people look for employment opportunities through newspapers. Microsoft is a leader in electronic management. When they do online recruitment, online recruitment information will be released not only externally, but also internally. What job vacancies Microsoft has in companies around the world are posted online, and Microsoft employees can apply internationally. If you are interested in the vacant position in a certain country and are willing to move there for a long time, you can send an application letter, and the human resources department of Microsoft in that country will make a survey on your skills and performance, and then evaluate it online and think that you are qualified, then you are lucky to be an employee of Microsoft in that country, and all your relationships (including insurance, salary, welfare and so on). ) will be transferred. So far, many Microsoft employees have gone to the countries and positions they want to work in this way. [2] Due to the influence of network development and popularization, domestic online recruitment is still in its infancy. The proportion of Beijingers looking for jobs online is the highest in China, followed by Shanghai, Shenzhen and Guangzhou. In more inland areas, the proportion of online job hunting is lower, and more people still recognize the job advertisements published by print media. However, opportunities and challenges coexist, and the high speed and huge amount of information of the network give the network recruitment unique advantages. Advantages 1 Wide coverage.

The speed and convenience of the Internet are unmatched by any media in the past, and its tentacles can easily extend to every corner of the world. Relying on this feature of the Internet, online recruitment has achieved the effect that traditional recruitment methods cannot achieve. In 2000, IBM only posted posters in 14 schools in seven cities across the country, and did not carry out any publicity activities on campus, but received more than 3,000 resumes of international students from Britain, the United States, Japan and Australia, and the number of schools far exceeded 14. The coverage of recruitment activities is unexpected by the company itself. Convenient, fast and time-saving, online recruitment parties can exchange information through interactive online login and query. This method is different from the traditional recruitment method, it does not insist on the absolute consistency of time and space, which facilitates the choice of time for both parties. The Internet itself is not limited by time and place, nor by service cycle and distribution channels. Not only can you deliver information quickly and quickly, but you can also ask for updating information immediately. This online exchange, based on the initiative of both parties, silently completed a timely and rapid interaction. [3] 3 Low-cost online recruitment has great advantages in cost saving. For graduates, the transmission of resumes can be completed with a click of the mouse. The information sorting and publishing work that was originally completed in one month may now be completed in half a day. This saves not only the cost of copying and printing, but also a lot of pommel horse fatigue. For employers, the cost of online recruitment is lower. Directional online recruitment is an interactive process across time and space, and it is an active behavior for both supply and demand sides. Employers and individuals can choose online according to their own conditions. This benign interaction reduces the blind behavior in the process of recruitment and application. At present, some large recruitment websites provide personalized services, such as fast search mode and conditional search engine, which further strengthens the pertinence of online recruitment. At present, the main body of "netizens" is a young, highly educated group looking forward to the future. Recruiters have a preliminary understanding of the basic qualities of candidates through the internet, which is equivalent to a small computer and English test for them and a preliminary screening of candidates. Problem 1 Low information authenticity Online recruitment faces the same problem as traditional recruitment, that is, the authenticity of information. How to authenticate network identity and avoid the invasion of false information and serious behavior is the biggest problem that puzzles the development of online recruitment at present. The untrue information in online recruitment comes from employers, recruitment websites and individuals. Some recruitment websites have taken the practice of "stealing" information from well-known recruitment websites because they don't have enough information sources. In this way, it is clear that the recruitment of a company has ended, but the expired recruitment information and invalid e-mail are still hanging on the website that the company has not officially entrusted, which becomes invalid information garbage and misleads candidates. At the same time, due to the limitation of technical ability, most recruitment websites in China can't distinguish the authenticity of each piece of information one by one, and the registration of website members has not really implemented the "real name registration system", and there are no mandatory verification and punishment measures. Therefore, enterprises can publish false information at will to defraud registration fees and training fees, and individuals can also fill in false resumes and information at will. 2 The application scope is narrow and the basic environment is weak. The overall network environment in China is still immature, and network technology is not popular among domestic enterprises and ordinary people. At present, the jobs suitable for online recruitment are relatively simple, and those enterprises that may adopt online recruitment are mostly limited to industries with high computer application penetration rate, and the recruitment targets are mostly limited to some people with higher education level. In addition, among the existing population, young people or people engaged in high-tech industries use the Internet more, which limits the number of candidates. For those who don't surf the Internet or use it less, the role of online recruitment is not obvious. The weak network infrastructure in China is also an important reason that restricts the development of online recruitment. On the one hand, because of the limited computer resources, there are relatively few groups with internet access conditions; On the other hand, China's net belt width is limited, and the internet access speed is relatively slow. Therefore, under the current technical level, it is difficult to collect job information through the Internet, conduct electronic evaluation and electronic interviews (for example, the confidence of some electronic interviews cannot be guaranteed and the cost is high). 3. The technology and service system are not perfect. Online recruitment is not simply "hanging" recruitment information online. In addition to the necessary technical strength, the recruitment website must have a deep understanding of human resources and strong marketing planning and promotion capabilities in order to attract more candidates. However, at present, most recruitment websites are still weak in deep service, and their consulting services on talent market analysis, market supply and demand tendency, salary level and related personnel system changes are also very limited. The service system of online recruitment is still in the initial stage of development and needs further development and improvement. In addition, the garbled code caused by different or incompatible software versions and viruses widely spread on the Internet also limit the development of online recruitment. At the same time, online job hunting involves privacy issues, and the information input by individuals or enterprises online may be stolen and used by others, resulting in reputation and economic losses. Although we have some network management organizations, there is no department specifically responsible for online recruitment, and there is also a lack of policies and regulations to regulate online recruitment. Therefore, the online recruitment market is in disorder and malicious acts occur from time to time. Victims have nowhere to complain online and they don't know how to resort to the law. The difficulty of information processing and the low success rate of online recruitment mean that information is extremely rich, which means that information is extremely flooding. Advanced network technology greatly improves the speed of information transmission, and a position will produce many job seekers at the same time. At the same time, when recruitment agencies receive extremely rich resumes, there will also be too many resumes, and human resources departments have to spend a lot of time screening and are tired of coping. In addition, a lot of invalid information will increase the possibility of missing truly qualified candidates. Statistics show that some large enterprises recruit online and receive 500 to 1000 new resumes every week. Faced with so many resumes, human resources managers usually delete 80% of resumes at a quick glance, and each resume usually takes less than half a minute to browse. You can imagine how difficult it is to get the company interested in the applicant by email in half a minute. 75% of those who have experienced online job hunting have experienced failure. Trend The current online recruitment market is divided into three parts: Worry-Free Future, ChinaHR.com and Zhaopin.com, followed by other well-known domestic recruitment websites and many regional recruitment websites. Competition is becoming more and more fierce, and the market is changing. In 2007, 10 100JOB Elite, which was invested by Hong Kong listed recruitment media Treasury Group, withdrew from the mainland market, and in 2007, two of the three giants in the domestic online recruitment market expressed losses. It can be seen that the homogenized products and services of domestic recruitment websites are increasingly contrary to the needs of users, and the flow is not equal to the quality, and the market is not equal to the income, so industry innovation is imminent. Industry segmentation is bound to be the future development trend. The adoption of online recruitment by enterprises for high-level recruitment is not effective, which is also the weakness of online recruitment. Except for some headhunting companies, most of the good headhunting companies are concentrated in Shanghai, Shenzhen and Beijing. Second-tier cities like Shandong do well in headhunting, elite headhunting and century talent headhunting. I hope our team's answer can help you, thank you!