How should a talent website be run?

The talent network is a big industry. The number of resumes and merchants are the cornerstones. Service and in-depth operations are the core!

Enterprises come in, job scenarios are operated out, users are retained, review and optimization are repeated every day, and standard actions are repeated.

First, as the demographic structure of human services changes, there is more business space to do.

Second, local talents have very little investment in product technology, marketing, sales management, and professional teams. They basically rely on the original platform resources and sales enhancement to barely compete with the national platform.

Third, just like regional portals, if the national recruitment platform further sinks or is implemented, it will be difficult for many sites to find their competitiveness.

Fourth, the Talent Station is not an explosive product. It requires accumulation of not only data, brand awareness, marketing team, product platform, but also a professional human resources background team.

Fifth, local talent stations have almost no independent technical investment of their own (either buying programs or relying on the support of related teams). Users of the talent stations, whether they are B-side companies or C-side individuals, actually have no knowledge of the product. Functional and experience requirements are actually very low compared to other industries. Relative to social, media, e-commerce, etc. But even so, the basic functions of most websites cannot meet the needs of users and their own teams, let alone the needs of flexible and effective cooperation with operations and marketing.

Sixth, team sales ability is currently the main means by which local talent stations try to improve their competitiveness. Probably mainly because sales problems are easier to solve, relatively.

Seventh, professional teams with human resources background need to be valued. Just like regional portals, those who do home decoration must start to penetrate into the upstream and downstream industries, and those who do real estate must enter the sales planning stage. The structure of talent itself is high, middle and low-end. An enterprise's demand for human services is also multi-level, and each type of demand has completely different requirements for the form of business. All of this requires a team with human resources and professional skills.

Eight, business expansion is inseparable from the support of products and professional teams.

9. In the past, the talent website team focused almost entirely on B-side companies and focused on sales. Sales can be relatively strong, but they are not big enough to reach the threshold.

Ten. Summary. Talent stations, like vertical industries under various local portals, require independent and complete continuous investment in sales, products, and team professionalism. If you just do it on the native platform to attract traffic and sell members to hold job fairs, increasingly uncompetitive.