What is the purpose of online job fairs?

The characteristics of talent recruitment network:

1. The Internet with a large amount of information has always been regarded as a massive information platform with large information capacity and quick and convenient update. Some well-known recruitment websites can publish tens of thousands of effective job information every day. Coupled with some well-known brand recruitment websites, job information is often updated. For job seekers, you can not only see the recruitment information of dozens or even hundreds of employers at the same time, but also see the latest positions to be recruited at any time.

2. Recruiters don't have to go to job fairs, which is quick and convenient, and job seekers can easily apply without leaving home. After job seekers enter their resumes on the website, they can be browsed by employers. The right job opportunities may come to you at any time. Being able to break through the limitations of time and space is a prominent advantage of online recruitment, and job seekers and employers in different regions can communicate information through this platform. This is also the main reason for the rise of various cross-regional online job fairs.

3. Affordable employers have low costs, and job seekers also save money. For job seekers, visiting online job fairs can save a lot of money by saving transportation expenses and making resumes. It is very convenient and quick to submit your resume online, and you can even vote for multiple companies and positions at one time. And now the cost of surfing the Internet is very low, so job seekers can avoid the pain of running around, which can be described as saving time and effort.

Advantages of talent recruitment network:

Compared with traditional recruitment, the advantages of online recruitment for enterprises are: 1. The recruitment information released by the media is not timely and can only be read on the same day. Even if the information is valid, no one pays attention to the overdue newspapers. With online recruitment, the recruitment information can last from the date of publication until the enterprise recruits real talents. 2. The cost is low. Online recruitment costs are low, which can save costs, while traditional media recruitment methods, such as newspapers and television, cost tens of thousands. Compared with online recruitment, the talent market and on-site job fairs also have the problems of high cost and high admission fee. Hundreds of thousands of expenses can only make enterprises wait for job fairs, and poor selectivity and short time limit have become unavoidable drawbacks of on-site job fairs, while online recruitment saves such troubles. 3. There are many opportunities. For enterprises, with the increase of online job seekers, there are more and more talents who are really suitable for the development of enterprises. The recruitment information released by enterprises can be read by more job seekers from different regions, improving the chances of finding ideal talents; Receiving online resumes can save and classify resumes more conveniently and establish the talent pool of enterprises; The recruitment information published on the website is not limited by space. In addition to positions, enterprises can also provide rich content such as enterprise introduction and development history. It is these advantages that make more and more employers become advocates of online recruitment. Compared with traditional job hunting, the advantages of online job hunting for individuals are: 1. Fast and convenient. For job seekers, as long as they register their resumes on the talent website, they can wait for the recruitment information of the enterprise and take the initiative if the Internet is convenient. The online recruitment platform is constantly upgraded, fast and efficient. Through the recruitment website, job seekers can make all-round intelligent inquiries about job categories, regions and needs without leaving home, and quickly and accurately find the information they need, including industry, function, workplace, salary and treatment, etc. The job classification is clear and targeted. Some large recruitment websites can find tens of thousands of pieces of information at any time and update their positions every day. As long as you pay attention to the recruitment website at home, you can grasp the needs of employers in the first time.

2. There are many opportunities. A major feature of online job hunting is that there is a large amount of recruitment information and a huge job pool, so job seekers are more likely to choose suitable positions.

3. Less restrictions. "The traditional job fair is not held every day, and it wastes experience and money," a job seeker said in an interview. Compared with other forms of recruitment, online job hunting has no geographical and time constraints and can create more employment opportunities for individuals. For job seekers from different places, this saves the trouble of rushing to different cities; For ordinary college students, because it is not easy to visit the campus job fairs of well-known enterprises in person, they can get equal opportunities to compete with other job seekers through the Internet.

4. Low cost. Compared with on-site job fairs, many recruitment companies that come to the site will post recruitment information online, while job seekers will save a lot of expenses such as resume making, transportation and communication, and avoid the problems of crowded job fairs, poor communication effect and blindness. It is these advantages that make online job hunting a habit for more and more job seekers.

Development trend:

One trend: Recruitment websites are in line with the economic changes in China. The economic crisis is both a crisis and an opportunity for online recruitment, and it is a process of survival of the fittest. On the one hand, the investment and financing of talent recruitment websites will decrease and the bubble will burst; On the other hand, the innovation of products and services is just the right time. The important symbol of China's economic upgrading is the upgrading of service industry, which is the direction strongly supported by China Municipal Government and the important direction of future employment. Therefore, the talent recruitment website should guide the situation.

The second trend: Recruitment websites move with the layout of the Internet. With the popularization of Internet in Northeast China, Central China and Southwest China and the gradual deepening of netizens' application in this area, talent recruitment websites will be promoted in these areas in the next five years. Third-tier cities and towns will become the promotion areas of future recruitment websites, and more regional websites will appear.

The third trend: technology-assisted online recruitment. According to iResearch, the financing and M&A hotspots of the third-stage talent recruitment websites will focus on search, community and video recruitment websites, and the recruitment websites will start with forward-looking investment. With the improvement of job seekers and employers' understanding and proficiency in using search engines, and the further increase in the number of recruitment information, job hunting (whether in-station or vertical) is bound to be the future development trend. The development era of search talent recruitment websites in 2008 has not yet arrived, and the arrival of the times depends on the number of recruitment websites and the decentralized degree of information distribution.

The fourth trend: recruitment websites are deeply involved in the talent market, and the research on professionals should be strengthened. Recruitment websites should not only be bystanders of information transmission, but also be active participants in the human resources market. Build a bridge between employers and job seekers, and between the country and the talent market. Because recruitment websites know more about the information asymmetry between job seekers and employers, and between employers and job seekers, recruitment websites can also play the role of vocational educators. Talent recruitment websites should advocate and serve the career planning of unemployed students, provide them with vocational education, and let them cultivate and improve themselves as soon as possible.

The fifth trend: users are king. The law of "users are king" on the Internet is still applicable in the field of online recruitment. Production, research and development, promotion, operation and other related strategies should consider users and take users' needs and experiences as the starting point. Potential job seekers are the user groups ignored by recruitment websites. When recruitment websites tap their own value for them, business models will be born from them. The user-centered operation concept of vertical recruitment websites has accelerated the steady growth of their website traffic.

The sixth trend: improve user satisfaction. In the website visitor satisfaction score, all websites score between 4 and 5 (between satisfaction and satisfaction), and the recruitment websites are not satisfied. New employers pay more attention to popularity when they choose recruitment websites, while old employers give up the services of recruitment websites because of unsatisfactory services. The income of old employers accounts for the vast majority of recruitment websites. IResearch believes that improving service and optimizing employer experience are the key to increasing revenue.

The seventh trend: diversification of recruitment website business diversification of recruitment website business is a reality and trend. Diversification is an important way to differentiate recruitment websites, and users (employers, job seekers or potential job seekers) should be the center to design business, develop products and provide services.

The eighth trend: improve marketing ability and reduce marketing investment. Online advertising plays a certain role in improving monthly coverage. A small increase in users may change the ranking of recruitment website traffic, but the monthly ranking is of little significance and unsustainable. The economic crisis has a great impact on the revenue of recruitment websites, exposing the operation problems of recruitment websites, mainly in three aspects: marketing, expansion and research and development. The second camp's recruitment websites are unstable, which shows that many recruitment websites have not formed their own advantages and characteristics and cannot attract new users continuously. Marketing-driven traffic increase can only be a one-time, one-place behavior, not lasting.