How to deal with the problems and countermeasures of online recruitment

1, the authenticity is not high.

2. Narrow professional scope

3. Weak basic environment

4. The service system is not perfect

Countermeasures:

1. Choose a recruitment website with high credibility.

2. Expand the scope of recruitment websites.

3. Strengthen the construction of software and hardware and lay a solid foundation.

4. Further improve the recruitment system and strengthen humanized design.

5, need guidance can contact!

Recruitment refers to the process that an enterprise seeks and attracts people who are capable and willing to work in the enterprise according to the needs of work and development, and selects suitable people from them to be hired. There are various ways for enterprises to recruit, such as entrusting public employment service agencies or professional intermediaries to participate in job fairs, entrusting newspapers, radio, television, Internet websites and other mass media to publish recruitment information, and using their own places, websites and other channels to publish recruitment information. Among them, it is what we call online recruitment that implements recruitment activities through the Internet. There are several ways of online recruitment: First, register as a member of specialized recruitment websites, including comprehensive recruitment websites such as ChinaHR.com and professional recruitment websites such as Arts.com, publish recruitment information on recruitment websites and collect job seekers' information; The second is to publish recruitment information on the company's own website to attract talents; The third is to publish enterprise recruitment information through forums, QQ groups, non-recruitment websites and other online channels. The first is the most important online recruitment method. The online recruitment mentioned below in this article is mainly aimed at the first way.

First, the problems of online recruitment

Online recruitment plays a unique role in promoting the development of human resources, but we can't ignore its problems and defects. The problems existing in online recruitment mainly come from the nature of the network itself and online recruitment service providers, mainly in the following aspects:

1, the information is difficult to distinguish between true and false, and the authenticity is low.

The low authenticity of information is a common problem in the network world. How to effectively authenticate membership and improve the authenticity of information is the bottleneck that currently puzzles the development of online recruitment. There are many reasons for the low authenticity of information, including recruitment websites, employers and individuals.

In the early stage of development and competition, some recruitment websites will take some unfair competition measures, such as copying the recruitment information published by other recruitment websites and "stealing" the "talent pool" of other recruitment websites. Some recruitment websites will refresh their recruitment information and resumes to increase the number of new positions and resumes on the website, so as to increase the influence of the website. At the same time, due to many reasons, most recruitment websites can't distinguish the authenticity of every piece of information. Website membership registration does not require members to provide real information and identification, and there are no compulsory verification and punishment measures. Therefore, corporate members can freely publish false information or hang some information that has been recruited for a long time for advertising, and individual members can also fill in false resumes and information at will.

2. The application scope of online recruitment is limited.

Because one of the basic conditions of online recruitment is computer and network, many job seekers who do not have computer and network conditions and related operating techniques will not use the network to find a job. At present, young people who use the internet more or those who are engaged in high-tech industries, for those who don't use the internet or use it less, the role of online recruitment is not obvious. Because of this, many employers will not adopt this method, such as recruiting operators on construction sites and general workers in many manufacturing enterprises. At present, the positions of online recruitment are mostly limited to those that need to operate computers, and the recruitment targets are mostly limited to some people with higher education.

In addition, in some places where the economy is underdeveloped and the penetration rate of computers and networks is low, the development of online recruitment is also greatly restricted. At present, most recruitment websites are produced in economically developed areas, such as Beijing, Shanghai, Guangzhou, Shenzhen and other economically developed cities, special economic zones and provincial capital cities. Most recruitment websites compete fiercely in these cities to seize market share, which also illustrates this point.

3. The technology and service of recruitment websites need innovation.

At present, the services of many recruitment websites are similar, mainly based on the release of recruitment information by enterprises and the registration of resumes to find positions. The advantages and characteristics of most recruitment websites are not obvious, and the competition among some websites has become the competition of advertising investment, not the competition of their own characteristics and advantages. Many recruitment websites emphasize outstanding business ability when recruiting business personnel, and do not require high knowledge of human resources. Websites usually call business personnel "recruitment consultants". I once asked the recruitment consultant for advice when I encountered unsatisfactory online recruitment. Most of the suggestions for recruiting consultants are to let enterprises do some "home page advertisements" and "text link advertisements", which actually become another kind of commercial promotion. If the recruitment website wants to be stronger and bigger and maintain its leading position in the industry, it must constantly maintain its own advantages and characteristics in technology and service, and constantly innovate and improve.

This information is very complicated and difficult to handle.

Rich information is a major feature of the network, and a considerable part of the rich information is invalid information and repeated information, which is another major feature of the network. For online recruitment, this means two important issues. First, advanced network technology has greatly improved 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. Second, a lot of invalid information and repetition will also increase the possibility of missing truly qualified candidates. It is not uncommon for a position to submit a resume repeatedly, and a resume is submitted to multiple positions in the same company.

For some companies with more recruitment positions or some popular positions, they often receive 500 to 1000 new resumes or even more every week. Faced with so many resumes, human resources managers usually delete most of them after a hasty browse, and the average time for browsing each resume is no more than half a minute. Even some human resources managers directly use keyword screening method, and directly delete some resumes without looking at the contents of resumes.

5. The success rate of online recruitment is not high.

From the enterprise's point of view, publishing a recruitment information can receive more resumes in a short time. However, even if the enterprise tells the job requirements and job requirements in great detail in the recruitment information, it will still receive many unqualified resumes. There are not many resumes that really meet the requirements, so the success rate of enterprise recruitment is not high. For job seekers, although you can find a lot of recruitment information on the Internet at the same time and submit multiple resumes at the same time, the effect is still not obvious. When a resume is sent out, there is often no news, and the success rate of job hunting is not high.

Second, the countermeasures and suggestions to solve the problem

With the development of online recruitment today, the market response has clearly explained the rationality of this thing. We can't deny it because of its problems and defects, but should think about how to solve these problems and make up for these defects. On how to solve the problems existing in online recruitment, I make the following suggestions:

The first is to improve relevant laws and regulations. Although the development time of the Internet is not long, many new things brought by the emergence and development of the Internet are changing with each passing day, and most of these new social phenomena lack the constraints of corresponding laws and regulations. For example, Article 1 1 of the Regulations on Employment Services and Employment Management stipulates that "if an employer entrusts a public employment service agency or an employment agency to recruit personnel, or participates in a job fair, it shall provide the recruiter's brochure, and present the business license (photocopy) or the documents approved by the relevant departments, the identity certificate of the agent and the certificate entrusted by the employer." In other words, when an employer recruits personnel through the Internet, it is not bound by this article. Only by perfecting the relevant laws and regulations can we make all kinds of problems in online recruitment have laws to follow, have the right to manage and have evidence to punish, and deter the problems of false identity, false information and false certificates from laws and regulations, thus forming a standardized and orderly online talent market.

Second, improve the market access mechanism of recruitment websites and accurately characterize recruitment websites. Article 10 of the Regulations on Employment Service and Employment Management stipulates: "An employer may recruit personnel independently through the following channels: (1) Entrust a public employment service agency or a professional intermediary agency; (2) Attending job fairs; (three) commissioned by newspapers, radio, television, Internet sites and other mass media to publish recruitment information; (four) the use of its own places, corporate websites and other ways to publish recruitment information; (5) Other legal channels. " From this article, we can easily see that the positioning of recruitment websites is mass media, not professional intermediary. So China people * *? Some provisions on employment agencies in China's Employment Promotion Law do not apply to recruitment websites. It seems that recruitment websites will also review the identity of corporate members. Usually, as long as they pay the money, the recruitment website allows them to post recruitment information on it, which gives many "liar companies" an opportunity. If the market access conditions of recruitment websites are improved, such as obtaining the qualification of a professional intermediary as a pre-licensing condition, then the enthusiasm and initiative of recruitment websites in verifying membership will be greatly improved.

Third, give full play to the functions of the labor administrative department and establish a digital certificate system for all employers. Through the above second suggestion, it may have a certain inhibitory effect on the recruitment website, but it will greatly increase the operating cost of the recruitment website, and this part of the cost will undoubtedly be passed on to the website members, thus increasing the cost of online recruitment. At present, in some cities, enterprises have begun to apply for social security for employees online, that is, enterprises first apply for digital certificates. In the process of applying for a digital certificate, the institution that handles the digital certificate authenticates the enterprise, and then the enterprise handles related business online with the digital certificate. The author believes that this practice has considerable reference significance in the process of enterprise online recruitment. Enterprises should first apply for digital certificates, or directly apply for social security with the digital certificates of enterprises, and then enterprises can use digital certificates to conduct recruitment activities on recruitment websites. This can greatly increase the authenticity of enterprise identity and the authenticity of information released by enterprises.

Fourth, recruitment websites should actively promote the innovation of technology and services, such as increasing the scope of application of recruitment positions, so that some low-end positions can also be recruited online; Improve the technical level, make the recruitment website compatible with the recruitment websites such as the labor administrative department, and restrict job seekers from submitting resumes to the same position many times in a certain period of time; You can also add some fee-added items to the basic registered resume to find a job, such as providing real-name authentication services, providing academic qualifications inquiry authentication services, personality analysis, career tendency analysis, career development analysis, etc., and mark them on your resume. In this way, enterprises will give priority to job seekers with real-name certification and academic qualifications when screening resumes. At the same time, analysis reports such as personality analysis, career tendency analysis and career development analysis will also help enterprises to have a deeper understanding of job seekers. Job seekers are willing to use these value-added services because these services will greatly increase the success rate of applying.

Fifth, job seekers should highlight their strengths and specialties when making resumes. A well-made resume is often favored by recruiters, and some more personalized resumes can often receive unexpected results. Of course, job seekers should proceed from their own reality when making resumes, and cannot write some false and untrue experiences or personal situations. Otherwise, even if you are lucky enough to get an interview, you are likely to be found in the interview or enterprise background investigation, which will lead to being eliminated by the enterprise and even bring a stain to your career.

In a word, online recruitment has incomparable advantages over other recruitment methods, but there are also many problems and defects. Only by giving full play to the advantages, constantly improving the shortcomings and further enriching the service content can online recruitment play an increasingly important role in the current human resources work.