Shulou(Shulou.com)11/24 Report--

Recruitment is a very complex market. The matching of demand and ability, salary and expectation, individual and market, personality and culture, space and development.

As we all know, I have been single for many years and am currently unmarried in my old age.

Although I didn't come home for the Spring Festival this year, I still didn't escape my mother's urge to get married. She said that if you don't have a date and don't have children, no one will inherit our family property in the future.

I said, hilarious, is our family short of an heir? What our family lacks is obviously property.

In order to carry out the will of my parents, solve the problem of singles and meet the right members of the opposite sex, I used a small hand and downloaded a few dating apps, yes, the ones you are familiar with.

I simply overhauled the few selfies I could see, added another three abs to my P, added a self-media practitioner's self-introduction, and began to slide left and right.

It may be that I am skilled in repairing pictures, and I have also match to some members of the opposite sex in a few days, including a little sister in the Internet industry who hit it off with me very much.

We talked from poems and songs to philosophy of life, from postpartum care of sows to Rooney's hair transplant technology, from why there is no heating in Shanghai to why the content in the IC lab is of such high quality.

Of course, we also talked a lot about work and industry.

On the fifth day of the conversation, she suddenly asked me: I have an idea. I don't know whether you agree or not.

I must admit, I still rippled slightly when I saw this sentence: if she asked me for Wechat, I must be reserved.

So I calmly replied two words: you speak.

As a result, she said: would you like to come to our company for an interview?

Then I replied to her: then pay attention to IC Lab first.

To be honest, I used to listen to it as a joke about finding a job on dating software, until my pure feelings bumped into the complexity of the world.

So, I went to study the matter of "recruitment" and chatted with my former HR friends, only to find that Tinder and spying had already been used as recruitment software by HR.

I have a headhunter friend who has more than 20000 matches on the probe, half of whom she has asked for resumes. Few of the young Internet men who play dating software in Wangjing area can escape her.

And Boss, who you think is seriously looking for a job, has never been short of stories such as "looking for a partner, I want to talk to the boss" and so on.

To some extent, there is a lot of consistency in the logic of finding a job and marriage.

In this issue, I will talk about why Tinder and exploration are the ultimate form of recruitment software from the history of Internet recruitment in China and the iteration of product form.

In the 1990s, China's economy took off and boomed, and everything looked like a promising future. Even Chinese football is a sword pointing to the spirit of the World Cup.

And you, a young man, standing in front of this surging era, you have to join the tide and bravely stand at the head of the tide.

So you decided to get a job.

So the question is, what kind of job search channel would you choose?

Do you send your resume on the recruitment website like Wang Duoyu?

Or watch various live lectures online and experience the campus recruitment in the cyber era?

Or inexplicably received a fraudulent call from a headhunter telling you that they have a high-end position with a monthly salary of 5000 yuan. Would you like to try it?

I'm sorry, but in your time, none of these convenient methods have yet to emerge.

As a working worker, if you want to find a reliable job, either try your luck at the local job market and job fairs, or buy some local newspapers to see if there are suitable opportunities on the recruitment page there.

Luckily, you can also find rich women who are willing to ask for children in the dating section next to them.

China's online recruitment market did not open until the late 1990s.

In 1997, Australian recruitment service group SEEK invested in a Chinese headhunting company called Zhaopin and set up Zhaopin.com.

In the same year, ChinaHR, the first domestic recruitment website for Chinese talents online, entered the recruitment market.

In 1999, Zhen Ronghui, president of Bain Consulting China, funded a newspaper to publish recruitment information, called "Future recruitment Special issue", which cooperated with the publication and made a website called "51 job".

As a result, the first three kings of China's online recruitment industry were born!

However, the three recruitment sites have a common ancestor: the US recruitment website Monster.

Us recruitment website Monster is well known that the United States entered the Internet era much earlier than China, and Chinese Internet bigwigs in the early years were basically copied from their American counterparts.

Recruitment websites are no exception.

Monster has created a classic business model for online recruitment, which can be summed up in six words:

Sell ads, sell resumes.

In this model, companies need to post positions on recruitment websites and buy referrals, which costs money. Then after the job seeker sends in the resume, the enterprise downloads the resume, at this time also needs to pay a fee, according to the resume quantity charge.

So the pattern of Monster, as its name suggests, is the whole stitching monster. It combines job fairs with newspaper advertisements.

But with the power of the Internet, collecting resumes is far more efficient than in the past.

This is the typical bilateral market effect at work.

The so-called bilateral market effect means that in the platform economy, there are two different types of users, and the two sides are suppliers to each other.

An increase in the size of either side will lead to an improvement in the experience of the other.

In the case of the recruitment website, the more companies post jobs, the easier it is for job seekers to find jobs. With the increase of job seekers, more and more enterprises are willing to choose to use online recruitment.

And the start of a bilateral market, it is best to start from one end of the pry move, the other end can follow.

Just like in the start-up stage, Didi chose to start with the supply of drivers, solved the problem of drivers and cars, and was not afraid that there would be no passengers to use them.

And similar recruitment website this kind of B2C platform, generally will first pry C-end, that is, ordinary consumers and job seekers. The number of users has hit, and the enterprise has come to post the position.

In fact, recruitment websites do the same. In other words, they didn't do anything, because the general trend of the times has helped them get everything done.

The 1990s was an era in which a large number of foreign enterprises entered China.

The entry of foreign enterprises into China has brought about two changes. They brought a new class, that is, white-collar workers, and became the main users in the later recruitment market, especially in the high-end recruitment market.

And the entry of foreign enterprises into China has also brought a supporting industry: headhunting.

In 1992, the first headhunter in China was established. Since then, many foreign headhunters have entered China every year, and local headhunters have been set up one after another.

Headhunters not only invigorated the flow of high-end talent, but also laid the foundation for the subsequent recruitment market. Behind the establishment of Zhaopin and China Talent Network, there is the support of headhunters.

The 1990s was also the time for the rise of the Internet.

I mentioned in the history of the demise of portals that almost all the first bigwigs of the Internet made their debut in the collection from 1997 to 1999. That's when the Internet began to spread in China.

For enterprises, it is very efficient to look for high-end talents on recruitment websites. One of the candidates who were able to submit resumes online in the 1990s are all high-end talents who are skilled in using computers.

Finally, we have to see the most fundamental factor, the policy change of colleges and universities.

After 1996, colleges and universities began to abolish the allocation of graduate bags. At that time, the group of college students who still belonged to the children of heaven suddenly found that they had to be responsible for their own future and had to go out and look for a job quickly!

In 1999, colleges and universities across the country began to expand their enrollment on a large scale. As a "white-collar reserve team", there are suddenly more college students, and a large number of high-quality talents need to find suitable jobs.

In such a hot era, recruitment sites do not need to consider the problem of cold start at all, it has been hot from the beginning.

This wave of era dividends, the first generation of recruitment sites have been eating for a decade.

However, if the dividend is eaten too much, the toxicity will gradually become apparent. As the domestic labor market gradually matures, the Monster model begins to lag behind the times.

The biggest problem is matching.

Employers spent money posting positions on recruitment websites and downloading a lot of resumes.

But HR found that only 10 out of a thousand resumes met the requirements, and most of them were useless resumes. It is very unpleasant to spend this money.

To go a little further, the low degree of matching reflects that the value that recruitment websites can provide in the whole "recruitment-resume-interview-hiring" chain is very thin, almost a resume collector.

In essence, recruitment is a very complex market.

The matching of demand and ability, salary and expectation, individual and market, personality and culture, space and development.

The more complex the market, the more links, the longer the value chain, if you do not take the initiative to provide employers and talents with more value, it is easy to be eliminated.

The most obvious is that in the past, these three recruitment websites are aimed at high-end talent, but now, those with a little industry experience will not go to Zhaopin to look for a job.

02 so, where did the tide turn?

In my opinion, there are three obvious trends.

The first category is professional social networking, the representative product is LinkedIn LinkedIn, as well as its counterpart product vein in China.

The so-called professional socialization is mainly about allowing people in the workplace to hook up with each other, exchange business cards and build contacts.

The advantage is that it does help talents show their abilities and connections, build influence, and be seen by headhunters.

But the problem is that it is not a pure recruitment product, can not really solve the problem of job search and recruitment.

The second category is vertical recruitment, which means that the product is pull hook.

Vertical recruitment is more like an evolutionary version of Zhaopin or 51 job, with each vertical recruitment website targeted at specific industries.

For example, the pull hook is only for the Internet industry, and the clove talent network is for the medical industry.

Because they are perpendicular to specific industries, these sites will do better in terms of job granularity and customer service professionalism.

But the problem is that only a few large, well-funded and mobile industries can support vertical recruitment platforms. And focus on industry-specific recruitment sites, the scale is destined to be not too large.

The third category is the headhunting platform, which represents the product of headhunting.

The financial crisis in 2008 knocked down foreign enterprises, while on the other hand, private enterprises entered a period of rapid rise, and a large number of professional managers of foreign enterprises changed jobs to local private enterprises.

Headhunting, as a subsidiary industry of foreign enterprises, is also gradually accepted and used by local enterprises.

The mode of recruitment is very mysterious, known as B (enterprise) H (headhunter) C (personal) closed loop.

To put it bluntly, it is to join the headhunting service on the basis of the resume delivered by the traditional recruitment website, such as letting the headhunter take the initiative to help enterprises find a suitable resume on the platform, and the billing method has changed from resume-based to entry-based results.

The advantage of this model, of course, is that through headhunting services, employers reduce the work of screening resumes and communicating with candidates, and the cost-effective billing method is certainly more advanced than in the past.

But the problem is not that there is no headhunter. Headhunters in the real sense generally only provide services for middle-and high-end jobs. For ordinary jobs with an annual salary of more than 200000 yuan or less, the headhunting service they can enjoy is more like telemarketing.

I was harassed by so-called headhunters years ago.

The other party did not know where to get my resume, did not expect or wrong, in addition to the name and cell phone number can match, other information is completely wrong.

And I often get five or six phone calls a week, and I don't know who sold my information.

In 2014, Boss was founded with the slogan "look for a job and talk to the boss".

In fact, when Boss directly hired out, the industry as a whole is not optimistic, compared to pull hook, Boss direct hiring is not the most concerned one.

At that time, the industry generally believed that there were several Bug in the business model of Boss direct employment.

For example, let the boss and employees communicate directly, which boss has so much time?

For example, focusing on mobile, job hunting is a very heavy business activity, and it is very low-frequency, so there is no need to focus on mobile phones.

But the direct employment of Boss happened to be done, and it has not closed down until today, which can be regarded as a phased victory.

Here is a more important timing factor.

In 2014, the slogan "mass entrepreneurship, mass innovation" has just been put forward, and a large number of start-up companies have flooded into the market.

I am a relatively early user of this App. In the early years, there were a lot of bosses and executives of startups who would really talk to you on Boss direct employment.

Of course, it's not because these bosses are really thirsty for talent, but mainly because they may not even make it to round A, and the company doesn't even have a HR. And in small companies, one of the important jobs of bosses is to find people and change.

This is another feature of Boss direct employment: mainly small and medium-sized enterprises.

Despite the fact that everyone on the Internet comes from a big factory and has a famous enterprise background. The basic market of employment in China is still a variety of small and medium-sized enterprises.

As soon as there are many small and medium-sized enterprises, Boss direct employment has its own characteristics.

The argument of high EQ is that the ecology of Boss direct employment is very close to the real society.

The saying of low EQ is that there are many liars.

You can search for the "Li Wenxing" incident, but I won't mention it any more. This is not the focus of this issue.

Probably after 2018, Boss directly hired more users and more medium and large enterprises, so did everyone find that it was wrong to talk to the boss. How come there are no bosses, all HR?

Another point is that although job-hunting is a low-frequency behavior, the use of recruitment software is very intense during the job-hunting period.

In the high-intensity use, how to let job seekers and enterprises exchange as much information as possible. Then talk.

So there is the core function of Boss direct employment, that is, direct chat.

The matter of chatting can only be carried out with the intention of both sides.

Therefore, in this process, enterprises select job seekers, and job seekers also select enterprises. In the past, one-way job search has become a two-way matching, and the efficiency and granularity of information exchange and screening have been improved.

The love software pushes your little brother and sister to make you slide left and right, and this software also pushes posts for users to see if there is a suitable one, just talk to you.

To the stage of Boss direct employment, China's Internet recruitment has basically evolved from "sending resumes" to "talking about work".

To some extent, it is already an exploration and Tinder of the recruitment world.

After understanding the development history of Internet recruitment in China, you will find that this is very similar to the evolution of the marriage market.

From the earliest arranged marriage (package distribution), it evolved to dating corner (job fair) and newspaper recruitment (newspaper recruitment), and then to online dating (recruitment website) and dating website (headhunting platform). By now, dating software and direct chat recruitment, the product form has been almost unified.

03 why chat has become the ultimate product form?

In fact, the ultimate goal of recruitment and marriage is human delivery.

Whether it is to deliver people to an enterprise, or lovers to deliver to each other, the subject is "people".

And human value is the most difficult to be standardized.

The difficulty here is divided into three levels:

1. The value of a person is difficult to describe, whether it is a resume or a marriage advertisement, it appears thin in front of specific people.

two。 The needs of the market are also diverse, and the same value system and standard are not applicable to all recruitment / love and marriage scenarios.

3. Recruitment and marriage are essentially composed of multiple markets, big cities and small cities, high-income and low-income people do not exist in the same market. The market itself can be subdivided vertically, such as the Internet and finance, as well as marriage introductions and dating. The value of people is different in different markets.

The more difficult it is to standardize the products, the more need a lot of communication and a lot of information exchange to achieve matching.

Just like you are shopping on Taobao and JD.com, you don't need to talk to the seller at all. But when Xianyu buys second-hand goods, chatting is an indispensable process.

It is precisely because people are the most non-standardized objects that "chat" can become the ultimate product form.

We often say, "Chollima is common, but Bole is not."

To some extent, when we are looking for a good job, we are also looking for an opportunity to be understood and recognized by others.

What we have in common between looking for a job and finding a partner is that in the process of looking, we may not necessarily be understood by others, but we will certainly understand ourselves more and more.

Finally, I hope everyone watching this issue can find a good job and find what they love.

Reference:

"Zhen Ronghui: the Watchman of the Network"-- Dazhong.com

"from" casting "to" chatting ", China's recruitment has experienced a storm of 20 years.

"A former employee: how does BOSS Direct Employment work"-- Zhu Si Ma Ji

"pull VS recruitment: different ways of online recruitment"-- Science and Technology Teahouse

"51 job, BOSS Direct hire, Hunting hire" grab "Generation Z"-- Liu Kuang

"Ice and Fire" directly hired by BOSS-- parity

"online recruitment is hot, 51 job spends the winter"

"Ten years of hunting, a race of long-term doctrine"-- Xiaoxi

"Pulse: let go of socializing and comment on the site"-- extreme Business

"cheap resume + cheap financial report." what happened to 51 job? "--the Internet

"there are worries about the future. Has the business of resume vendors come to an end? "--Ginkgo Finance

"Chronicle of the headhunting Industry: a History of the headhunting Industry"-- Gu Lu

This article comes from the official account of Wechat: IC Lab (ID:InsightPlusClub)

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