On the factors affecting the success of online recruitment and the countermeasures

On the factors affecting the success of online recruitment and the countermeasures

Abstract: In today's society, with the rapid development and application of network technology, online recruitment is gradually becoming the main form of enterprise recruitment with its unique advantages such as wide scope, low cost and strong timeliness. However, as a new thing, online recruitment has gradually exposed its disadvantages, which is increasingly affecting the success rate of recruitment. In this paper, the factors affecting the success of online recruitment are analyzed in detail, and corresponding suggestions are put forward in order to improve the success rate of online recruitment of enterprises.

Keywords: success rate strategy of online recruitment

I. Introduction

The so-called online recruitment refers to the recruitment process completed by the personnel department of an enterprise through the use of online technical means (enterprise websites or third-party recruitment websites, etc.), also known as e-recruitment. Enterprises can greatly shorten the recruitment time and reduce the cost through online recruitment, and at the same time get a wider range of job seekers. However, as a new thing in our country, online recruitment is still immature, and a series of problems have been exposed. How to solve these problems and improve the success rate of recruitment has become the key to promote the development of online recruitment.

2. Analysis of factors affecting the success of online recruitment

1. The authenticity of online recruitment information needs to be improved. In the network world with complicated information, the information spreads very fast, and at the same time, the authenticity will be reduced due to the flood of information. The main reasons for this phenomenon are: first, online recruitment itself is a kind of virtual recruitment, and some lawless elements take advantage of this feature to publish false information. Second, in the initial stage of online recruitment, because there is no requirement for "real-name registration system", the review mechanism and punishment mechanism of online recruitment are not perfect, and recruiters deliberately hide some information or deliberately fill in wrong information and exaggerate wages and salaries. Third, some employers publish recruitment information for a long time in order to enhance the popularity of enterprises, or to exaggerate the scale of enterprises, and publish a large number of recruitment information in the case of only recruiting one person.

2. It is difficult to select talents. Due to the convenience of online recruitment, more and more employers and job seekers are using it for recruitment or job hunting. Therefore, the information of the recruitment website is complicated and complicated, and the search engine of the recruitment website is inefficient and the screening function is not enough, which leads to that although the recruiter can receive a large number of job resumes, many resumes are not needed by the recruiter, and some resumes needed by the recruiter may be omitted. Therefore, the recruiter needs to invest a lot of manpower in the later stage for manual screening. Over time, both employers and job seekers will lose trust in the recruitment website, thus affecting the success rate of the entire online recruitment industry.

3. Online recruitment lacks two-way interaction. Through the investigation of the current online recruitment websites, it is found that most domestic websites only exist as an exchange of information between employers and job seekers. After screening the target resumes by online recruitment, employers conduct telephone invitation interviews for job seekers. This is actually just the mutual exchange of information between the two parties, and there is no substantive communication between them, which makes it easy for job seekers to be in a passive state, and even worse, they are not sure whether their resumes can be noticed by recruiters. For job seekers, after sending out resumes, they are faced with waiting for an unknown time, sometimes for as long as a month, or even never get a reply, which is less efficient than traditional recruitment and easy to miss recruitment opportunities. Therefore, this problem should attract the attention of employers.

4. The recruitment team members are unprofessional. The professionalism of the recruitment team is closely related to the success rate of recruitment. Some employers' recruiters don't have a clear understanding of the company's culture, and they don't have a deep understanding of the recruitment positions, so they can't answer the questions of job seekers correctly; Some recruiters have a bad attitude, show impatience with the questions of job seekers with more questions, and even refuse to answer some questions; Some employers organize informal interviews, so they can't make a correct judgment on the strength of job seekers, but grade job seekers according to their feelings, which makes the professional quality of the personnel recruited by enterprises low.

Third, suggestions for the success of online recruitment

1. Ensure the comprehensiveness and authenticity of online recruitment information. Online recruitment information is the basis for job seekers to have a preliminary understanding of the enterprise, and its importance is self-evident. A true and effective recruitment information can not only promote the corporate culture, but also reduce the doubts of job seekers due to imperfect recruitment information and enhance the good impression of job seekers on the enterprise. Therefore, employers should try their best to ensure the truthfulness and comprehensiveness of recruitment information.

2. Improve recruitment efficiency. A large part of the reason why online recruitment is popular is that it can save time. If job seekers don't receive a reply from the enterprise for a long time after submitting their resumes, they are likely to turn to other enterprises for job hunting, which will not only make the employer miss the right talents, but also make job seekers leave an impression of inefficiency in the enterprise. Therefore, the employer should deal with the resume of the job seeker as soon as possible after receiving it, and give the job seeker a definite answer. Efficient online recruitment can not only improve the efficiency of enterprises, save manpower and funds for enterprises, but also make job seekers have a good impression on their enterprises and increase the success rate of online recruitment.

3. Add interactive links to the recruitment website. If there is simple interaction between employers and job seekers in the recruitment website, employers will exclude many unnecessary job seekers in the initial screening, which will greatly reduce the workload of the recruitment unit, thus having more time and energy to find talents that meet the requirements of enterprises and improving the success rate of subsequent recruitment.

4. Make an effective human resources plan.

IV. Summary

In today's competitive society, only by constantly overcoming the difficulties in online recruitment and improving their own shortcomings can enterprises improve the success rate of online recruitment and lay a solid foundation for their own development.

references

[1] Zhao qingbin, Ji Hanlin, Liu Dongbo, etc. China's online recruitment industry: development status, trends and strategies [J]. Business Research, 212 (9): 43-49

[2] in Dongyang. How to effectively implement online recruitment [J]. China human resources development,