Development trend of Qinzhou talent network

The talent network is in line with the economic changes in China.

The economic crisis is both a crisis and an opportunity for the talent network, and it is a process of survival of the fittest. On the one hand, the investment and financing of online job hunting 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 the China government and the important direction of future employment. Therefore, online recruitment should follow the trend. The talent network moves with the layout of the Internet.

With the popularization of the Internet in Northeast China, Central China and Southwest China and the gradual deepening of the application of netizens in this area, online job hunting and recruitment will be promoted in these areas in the next five years. Third-tier cities and towns will become the promotion areas of future job search websites, and more regional websites will appear. Web2.0 will boost Talent Network 2.0.

The third stage of investment and financing is looming at 09Q 1. According to the analysis of iResearch, the financing and M&A hotspots of the third-stage job-hunting websites will focus on search, community and video job-hunting websites, and web2.0 of Talent Network will start with the forward-looking investment field first.

With the improvement of job seekers and employers' understanding and proficiency in using search engines, and the further increase of job information, job hunting (whether in-station or vertical) will be the future development trend. The development era of search job 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 talent network is deeply involved in the talent market and strengthens the research on professionals.

Talent network should not only be a bystander of information transmission, but also an active participant in the human resources market. Build a bridge between employers and job seekers, and between the country and the talent market. Because talent websites know more about the information asymmetry between job seekers and employers, employers and job seekers, talent websites can also play the role of vocational educators. The talent network should advocate and serve the career planning of unemployed students, provide them with vocational education, and let them cultivate and improve themselves more comprehensively as soon as possible. Users are king.

The law of "users are king" on the Internet is still applicable in the field of online job hunting and 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 job search websites. When job search websites dig their own value for them, business models will be born from them. The user-centered operation concept of vertical job recruitment websites has accelerated the steady growth of their website traffic. The typical representative is the recent graduate job search network to improve user satisfaction.

In the visitor satisfaction rating of websites, all websites score between 4 and 5 (between satisfaction and satisfaction), and the satisfaction of job-seeking websites is not ideal. New employers pay more attention to popularity when they choose job-hunting websites, while old employers give up their services with job-hunting websites because their services are not satisfactory. The income of old employers accounts for the vast majority of job search websites. IResearch believes that improving service and optimizing employer experience are the key to increasing income. Diversification of talent network business

Diversification of talent network business is a reality and trend. Diversification is an important way to differentiate job search websites, and users (employers, job seekers or potential job seekers) should be the center to design business, develop products and provide services. Talent network improves marketing ability and reduces marketing investment.

Online advertising plays a certain role in improving monthly coverage. A small increase in users may change the traffic ranking of job-hunting websites, but the monthly ranking is of little significance and unsustainable. The economic crisis has a great impact on the revenue of job-seeking websites, exposing the operation problems of job-seeking websites, mainly in three aspects: marketing, expansion and research and development.