2065438+On March 5th, 2005, the Third Session of the 12th National People's Congress was held in Beijing, and the "internet plus" plan was formally implemented. For a time, the "internet plus" strategy became the focus. With the popularization of the concept of "internet plus" in China, all walks of life will set off an upsurge of "internet plus". Ma Yun once predicted the future of the Internet: in a few years, all aspects of people's lives will involve the application of the Internet. So, what is the effect of applying "internet plus" to job recruitment?

Example of online recruitment application

We have seen such a scene in some science fiction films in the United States: when we see an intelligent item and want to get it, we only need to give an order to get it.

So we made a bold idea: If the future enterprise HR can recruit employees through an intelligent product and say, "I want to recruit a person with ……", the product can automatically and quickly screen out qualified candidates, and then visualize the image of the candidates through stereoscopic projection, and then all kinds of relevant information about the candidates will appear next to it … However, this is an ideal idea after all.

Most people who have little knowledge of the recruitment industry will have such a question: "Don't some traditional recruitment websites and new social networks meet the recruitment needs of enterprises?" However, these websites only meet the most basic needs of enterprises for talent recruitment, and there are still four major pain points:

Figure: Four major pain points of traditional online recruitment

★ Quantization and invalidation of the information ocean. Because the cost of submitting resumes online is very low, even zero, a large number of job seekers submit resumes online at will. Although enterprises have obtained a lot of job information, most resumes are invalid in the eyes of enterprises because of the blindness of job seekers.

★ Information is asymmetric and unreliable. In order to win more job opportunities and better positions on the Internet, job seekers often falsify personal information, while enterprises often show their good side to the outside world in order to recruit better talents, which leads to low information credibility.

★ The recruitment process is cumbersome and inefficient. Enterprises must first select qualified candidates from a large number of resumes, and then interview and screen again and again to determine the workplace and post ... This series of processes takes a lot of time, manpower and material resources.

★HR acts as a middleman between candidates and recruiters. When selecting talents, HR no longer relies solely on the ability of job seekers to select talents, but obtains certain benefits from them.

Brief introduction of the author

Hu Huacheng, an expert in human resources research in China, dean of HR Business School and best-selling author, focuses on human resources research 1 1 year, and the content comes from the new book "Subverting the talent management reform in the era of HR" internet plus ".