Standardizing the recruitment platform requires self-discipline and strict management. What do you think should be done to improve it?

Standardizing the recruitment platform requires self-discipline and strict management, which reflects the chaos in recruitment. Need to speed up to improve. Although the online recruitment industry in China started late, it has developed rapidly in recent years, with great market potential, and is in a period of rapid development. However, due to fierce competition in the online recruitment market and too much false information in the virtual network environment, there are many problems to be solved in online recruitment in China.

A resume is a collection of key information from school to address, from communication methods to work experience. Job seekers upload their resumes to the recruitment platform, mainly to facilitate the recruitment enterprises to accept job intentions and establish effective and rapid contact with them. Each resume delivered not only has personal career expectations, but also integrates its precious trust into the recruitment platform. Once leaked and resold, the harm is at least the annoyance of harassing the mobile phone, but at most there is the risk of being cheated accurately. In the black industrial chain of buying and selling resumes, the recruitment platforms with information sources are responsible, and some recruitment platforms are not strictly managed.

yes? Internet plus? In the era, online recruitment platform is the main channel for us to obtain employment information. But the chaotic recruitment information is polluting our information sources. Facing the chaotic situation of online recruitment platform, we need to strictly control the source of online recruitment information from the perspective of platform audit, and also need the cooperation between relevant functional departments and online recruitment platform to form a joint force to standardize online recruitment. Online recruitment environment.

The online recruitment platform needs to strengthen the examination of the customer qualification information of the recruitment company and strictly control the entry threshold. The recruitment website should strengthen the strict inspection of the recruitment company's customers from the source, including? Business license? Core files, etc. At the same time, distinguish the degree of inspection between customers of non-member recruitment companies and customers of member recruitment companies, and inform job seekers that recruitment websites only remind and prevent the former. The latter should bear joint and several liability. The disclosure of personal privacy information has brought too much trouble to the public. The recruitment platform and the supervision department have the responsibility to resolutely fill the loopholes in the audit and supervision of enterprise accounts. After a job seeker encounters false recruitment information on the recruitment platform, the individual or enterprise that publishes false recruitment information will become the first person to bear tort liability, and can claim tort losses from him according to the Tort Liability Law. At this point, job seekers whose rights have been violated have the right to ask the recruitment platform to take measures. If the recruitment platform does not take action, they should be jointly and severally liable for the loss of the expanded job seekers. Of course, if the recruitment platform carries out false information editing and other active online communication behaviors, it should be jointly and severally liable for all the losses of job seekers.