Since Prime Minister Li Keqiang’s call for “mass entrepreneurship and innovation†at the Summer Davos Forum in September 2014, a strong entrepreneurial boom began to sweep across China. The entrepreneurial boom is driving China's corporate growth at a rapid rate, and a significant increase in the number of companies will surely bring demand for medium-to-high-end talent in the entire market. In addition, China’s industries are adjusting to a structure dominated by the tertiary industry, and the talent structure will be adjusted accordingly, which will inevitably accelerate the frequency of talent flow. In addition, the demographic dividend gradually disappears. In the past, our advantage in terms of the number of labor force could not be maintained. The quality of talents is the driving force for the further development of the economy. Therefore, the demand for high-end talents at home and abroad is increasing. Talent has become the most scarce resource in this era, and how to find the best talents that suits you has become a required course for current enterprises.
In the era of Internet+, almost all companies use online recruitment channels for recruitment. However, the traditional online recruitment market seems to be prosperous, but there are actually many bottlenecks and drawbacks. This is mainly reflected in the following three aspects: First, users are mostly concentrated in the middle and low-end, and we use the well-known Zhaopin recruitment and front-loading worry-free comprehensive recruitment websites. Its user groups are young people with working experience of 0-2 years. With the development of the future, enterprises need more middle- and high-end talents, and traditional recruitment channels obviously lack such candidate resources. Secondly, most recruitment websites are information-based platforms whose essence is to provide enterprises with an advertisement. Bit for companies to show their information. When a large number of advertising company logos fill the entire web page, it is almost impossible for job seekers to find the information they need in the first place, and companies are very likely to be swamped in these crowded advertising spaces, which leads to feedback from job applicants' resumes. With low rates, it is difficult for companies to find suitable talents in such platforms. Finally, because the traditional recruitment platform only positions itself as a jobseeker’s job-hopping artifact, it does not provide other effective information that helps users understand the situation of the entire industry. Many users only use it when they need it, which leads to a constant decrease in user stickiness. In this situation, the platform devoted to high-end recruitment has risen rapidly.
At present, the domestic high-end recruitment platforms that are well-known to everyone are the recruitment network, talents, 100offers and hunting online. When the major platforms aim at the mid-to-high-end market at the same time, they will inevitably compete for limited resources. This situation will create a sense of “squandering flowers for attractive eyesâ€. Therefore, if companies want to find the most suitable candidate, they need to have a basic understanding of the major platforms. Looking at Hunting Network first, Hunting Network was formally launched in 2011. It is positioned as a platform for the tripartite interaction between companies, executive searchers, and professional managers. It has completed 100 million U.S. dollars in financing for the D round. In 2015, the flagship O2O product - "Interview Fast" was launched. Different from the traditional headhunting service, the “interview quick†pays according to the node of the interview. That is, as long as the candidate goes to the site to interview, the company will pay the headhunter a certain fee, the cost is generally between 2000-6000, and the hunting and recruitment network Charge a corresponding percentage of the service fee. For enterprises, assuming an average of five people interviewed for one person, the average fee is about 20,000 yuan, which is a significant price advantage compared to the headhunting company's 4 to 80,000 yuan; for headhunters, the "interview quick" becomes a single. The short cycle and quick return are the best choices for expanding resources and increasing revenue. In addition, in order to completely get through the various aspects of recruitment, form a closed-loop industry, and expand the sources of talent channels, the recruitment network has also launched a "quick entry" APP and "same" APP. As you can see, compared to traditional headhunting services, the advantages of Hunting Network are that, first of all, standardized product services reduce the high cost of headhunting services; secondly, with the largest base of cloud headhunters, these headhunters have a wealth of high-end titles in their hands. Talent resources can quickly connect with business needs; in the end, it has a strong ability to acquire C-end users. In addition, through the implantation of film and television commercials, celebrity endorsements, etc. also make the hiring network in the industry has a higher visibility.
CaiKe was established in November 2016 and is committed to providing high-quality job search service platform for high-quality talents and has obtained strategic investment from Career International, the leading global recruitment solution provider in Asia. It has pioneered the service mode of “one person, one post†and “private consultant†in China. While improving the candidate's job search experience, the model has improved the efficiency of mid-to-high-end recruitment and reduced the rate. It has been recognized within the industry for only half a year after its birth. . From the perspective of candidates, traditional middle- and high-end headhunting services suffer from scarcity of resources, privacy cannot be guaranteed, professional headhunting services are poor, professional consultant market information (such as salary) and other help (such as salary increase) are not available. , promotion advice and assistance) and other issues, after the client is aware of these issues, continue to improve it, and to provide a one-on-one service to the candidate with a focused and professional attitude. Based on the in-depth knowledge of candidates, companies, and positions, the current effective interview rate for talented candidates is 63%. For enterprises, the mid-to-high-end one-to-one service provided by the client can enable them to obtain fast, accurate, highly effective and sustainable talent recommendation at low cost. Compared with other similar platforms, the advantages of customers are mainly reflected in the following three aspects: First, the resources are high quality and sufficient. At present, the client's business has covered all positions in the Internet and e-commerce fields in the three major regions of East China, North China, and South China, and the reserve of quality candidates for each segment has reached over 80% of the total; And customer experience. The client will regard quality service as the basis of his own life in the market, all high-quality candidate resources, high-quality corporate user resources, not open to the outside world, to achieve the unique and exclusive attributes of quality resources, to protect personal and corporate user privacy, protect user interests And experience; finally, low rates. With a one-person, one-stop brand new business service model and Internet advantage, only by achieving a high turnover rate, resource concentration, and economies of scale, can a 16% industry cost rate significantly reduce the high-end recruitment costs. Clear market positioning and goals have enabled the rapid growth of talented customers to become one of the best choices for many companies. However, the deficiency lies in the heavy model of clientele. Although the professional consultants under this model have high professional services, they can't be cultivated quickly and in large quantities. As a result, the talents cannot cover all industries in a short period of time. Candidates have to slowly "wait."
100offer went online in 2014 and is committed to "discovering better offers for the best programmers." Its “talent auction†model borrows from the Hired service organization in the United States, which regularly recommends candidates’ resumes to companies, followed by trials, appointments, and fees. After three years of development 100offer has expanded from focusing on auction programmers to full-category recruitment. At present, although this service model is relatively novel, and it has the characteristics of high transaction rate, high degree of standardization, and low rate, its disadvantage is that a high standardization process and low rates make the platform a certain degree of The user’s experience was abandoned. In addition, the platform has insufficient resources, relying on high-cost advertising to obtain customers, and problems such as the long-term imbalance in the number of candidates and the number of enterprises all lead to their inability to meet the needs of enterprises in a timely and accurate manner.
Hunting Internet was established in 2012. It is a platform that integrates the search resources of various industries across the country. It can be simply understood as a platform for connecting headhunters and agencies, that is, enterprises are required to make demands on the search and candidates who are qualified by the headhunters on the platform are selected. Persons are recommended to companies. After an interview in the company phase, they are paid for hunting and hunting is divided into headhunting and headhunting. The recruitment of existing positions and clients to basically growing headhunting companies and freelance consultants has improved the situation of headhunters with potential but difficult to survive, but its platform resources and service experience are often criticized. .
To sum up, all major platforms exist in the market and they have their own fundamentals. However, it is not known who will continue to optimize themselves as future leaders. For companies, the first step is to find out what their real needs are before finding the right platform, then benchmarking their needs against the characteristics of the major platforms before they can “prescribe the right medicine†because they are the best. .
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