The Network Recruitment Trend of Sanya Talent Network

The first trend: the 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 recruitment website should follow the trend.

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 the application of netizens 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 promotes online recruitment.

According to the analysis of 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 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 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 strengthen the research on professionals.

Talent 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: improving user satisfaction

In the visitors' satisfaction rating of websites, all websites score between 4 and 5 (between satisfaction and satisfaction), and the satisfaction of recruitment websites is not ideal.

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 websites.

Diversification of recruitment websites 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 traffic ranking of recruitment websites, 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.