How to narrow the gap between recruitment enterprises and job seekers

The total number of college graduates nationwide this year is close to 7 million, but in reality, are there so many suitable jobs waiting for you? Although the number of employed people has increased, it is difficult for enterprises to find suitable employees now. Although many experts believe that the quality of talents is low, according to recent research, the differences in thinking and behavior between recruiting enterprises and job seekers are also the reasons for this kind of problem. In other words, a fundamental gap is how companies recruit new employees and how job seekers find jobs. This gap leads both sides to miss the opportunity, just like Jimmy's cartoon "Go Left, Go Right".

Here are the five most obvious reasons why employers and job seekers are out of touch:

1. Job source: Job seekers generally get recruitment information from five sources, including recruitment websites, corporate websites, media, search engines and job fairs. Because people are inertia animals, many job seekers and recruitment companies usually only use one or two as information sources. Therefore, job seekers who don't make good use of all possible outlets may miss their ideal jobs, and enterprises may also miss high-quality employees.

2. Professional title: When it comes to professional titles, many recruiters and job seekers have different views. Recruiters often like to use too broad, vague or internal titles as their recruitment goals (such as editor, which is a very broad title. Different editors need to master different abilities, which makes job seekers feel puzzled or mistakenly think that they have mastered it. Most job seekers will give up this recruitment information because of the ambiguity of their job titles. Therefore, recruiters should consider different directions to locate the title of the position and set more keywords for the position. When creating job titles, they also need to add corresponding descriptions.

3. Application process: According to statistics, about 34% of job seekers who started job hunting did not follow the process. Due to the development of science and technology, the birth of intelligent products makes people have perfect interaction and instant satisfaction. Nowadays, job seekers pay more attention to the simplicity and quickness of the job search process, and will never tolerate anything that makes them feel bad. For some recruitment platforms, if the user experience cannot be satisfied, it will not only lead to the loss of platform users, but also make some jobs miss out on job seekers because of the lack of users. It is very important to create a better process by using the necessary resources and technologies.

4. Brand awareness: Job seekers' job-hunting concept is not only to find a job, but more importantly, to find a place, a company that can give them an ideal job, make them feel comfortable, and have good development space and opportunities. When job seekers consider where to work, the brand recognition of the company is the biggest reference.

5. Recruiters' participation: Recruiters can't always attract job seekers because they don't have the time, resources and technology to do so. Many companies think that recruitment means releasing information and then waiting for a response. In fact, this is not correct. Many times, we can't find what we want by waiting. Some enterprises have low participation after publishing recruitment information. With the traditional automatic reply to email or silence after a few weeks, job seekers will naturally choose the next home.