Editor’s Note on Recruitment Online: This article is from WeChat public account “ 多 知网 “(ID: duozhiwang), author: Sun Yingying.
“Please deduct 1 for everyone’s network.”
“Don’t look at me in a bright dress, I’m wearing pajamas underneath. If the sound of cooking and playing mahjong comes later, I will have to bear more.”
……
This is a scene of the “Aerial” lecture in the afternoon of February 5th, and such a scene is by no means unique.
Since the end of January, educational companies including Xueersi.com, i-learning, head education, and Pea Thinking have begun to launch “online resume submission, online presentation, online interview, online admission, online training” programs.
Behind this plan is another key measure to solve the employment supply-demand balance in addition to measures such as offline transfer of online education companies, free and open online resources, and off-site offices under the epidemic.
Go online and recruit
Accompanying the scheduled February start is spring recruitment.
For the company, there is often a branch of spring recruitment into the group of fresh graduates, which is an important channel for the recruitment of autumn recruits; while the other one merges into the recruitment recruitment after the year, also Is commonly known as “golden three silver four”.
Although it is still under the haze of the epidemic, there is still a large demand for jobs, which means that recruitment cannot be stopped.
In the 29th year of the New Year, the team of the Human Resources Department of i-Learning issued an urgent notice: the HR team immediately started the online office, one line was responsible for daily protection of teaching and teachers, and the other was the meeting adjustment Recruitment strategy.
According to the original plan, after the start of construction, the human resources team that loves learning will go to colleges and universities to give lectures in batches. One of the core of the lectures is “reinventing brand awareness.”
On November 16, 2019, Gauss Education announced its official name change to “I-Learning Group”. The name change is to sort out the brands and update the development strategy. On the other hand, it will also face the risk of reduced brand awareness and increased strangeness.
The latter is what the human resources team has to solve during the spring recruit. “Offline is a very important channel for running brands.” The human resources department that loves learning said.
The “skill” of this channel is obviously not to be underestimated.
At the end of last year ’s fall recruit, Ai Xue had released a fall report: in the past 4 months, they set off from Beijing, traveled to 6 cities, and traveled 4000+ kilometers. 25 colleges and universities received resumes from a total of 12,000+ students from 1,223 colleges at home and abroad.
But in today’s situation, the path of this offline channel is obviously not working.
Similarly, during this Spring Festival, HR started urgently, and there are education companies such as head education and pea thinking.
During the Spring Festival, a human resources colleague at Pea Thinking Wuhan Branch had already moved the computer into the ward. The bed behind me is my grandmother who is sick and hospitalized, and in front of me is the personnel administration work that needs to be handled, including emergency adjustment of the recruitment plan after the year.
Although several companies have taken specific measures differently, in the general direction, they have chosen to switch the recruitment form to “100% online”.
On January 31st, the study group’s interview form was changed to online by Gao Si Division of iLearning Education Group; On February 5th, iLearning Education Group launched a “cloud recruiting” program for fresh students : The lecture, the first test, and the retest are all conducted online.
On January 31, who will learn the high-speed class? From February 4th, a series of air talks will be prepared. Job seekers can pass online initial & written tests, online training, online retests, etc. Way to join the high way.
On February 1st, Xueersi Online School notified Spring Recruitment to move online, and interviews and training will be conducted online. Spring Recruitment will be approved in advance, lectures, compulsory job search courses, and introductory festival will also be held. In the near future, they have started online.
Also on February 1, Pea Thinking also actively launched online interviews, and all recruitment processes and links were transferred to online.
On February 2nd, the head of education stated that it will provide a full set of online recruitment services including resume screening, interviews, onboarding, training, and office work for candidates in the online education industry across the country.
…
Online recruitment has become an important means to solve the problem of employment needs under the epidemic.
From offline recruitment to online recruitment, it looks like a180 ° rotation. In fact, many companies have tried in the past during the interview process.
“Originally some recruitment will also use the combination of online + offline. For example, considering the schedule of the candidates and interviewers, many social recruitment will use online interviews.” Love to learn The Human Resources Department told Tadashi.
“After screening resumes, we will assess the communication and logical thinking ability of candidates, especially teachers, through telephone interviews. For job applicants outside of Guangzhou, we will also Face-to-face interaction was moved online to solve. “Pea Thinking’s Human Resources Department mentioned.
From offline to online, the recruitment process has changed dramatically
But under the epidemic situation, it is clear that this kind of online and offline combination of recruitment in the past three or seven or five or five will be completely converted to online.
This means that the entire interview process needs to be reorganized and adjusted.
1. Campus lecture will be changed to “Air”
At 3 pm on February 5th, the Spring Recruiting Group of Ape Coaching organized the first air talk. The entire preaching process basically consists of four basic sections: company introduction, job introduction, welfare introduction, and admission process, which are basically not different from the past offline content.
But in detail, some of the characteristics of online have been highlighted.
For example, before the establishment of the group, the spring counseling of ape counseling has separately processed the position of the counselor, which needs to be recruited, and set up a dedicated counselor spring recruit group. The entire preaching process is also directed to the counselor. This job is to be carried out.
On the one hand, it reduces the difficulty of online and multi-post operations on the same line, on the other hand, it is also convenient for centralized preaching, so that job seekers have a deeper understanding of the position.
In addition, throughout the lecture process, the system also supports job seekers to leave messages in the comment area at any time. There is a dedicated HR to respond to the key questions asked in the comment area, and the responses are synchronized to the spring recruit group to replace the line. The next question and answer session will be fixed. In this comment section, the live HR colleague will also take a random screenshot, and the students who are intercepted can get a certain reward: a USB flash drive or a free exam.
At the level of delivering resumes, it is different from offline resumes that collect paper resumes at the end. The online presentation interface also has an “online resume submission” channel. Candidates can fill in resumes directly during the presentation process. Or import your own resume for automatic matching.
This is a path that is completely online, and the other path is in the planning of the online lecture. ContinueRely on the past offline accumulation to carry out.
Companies such as iLearning and Pea Thinking are still focusing on the proportion of preaching units in an offline circle. They have chosen the path of school-enterprise cooperation and cooperated with universities to conduct special online lectures.
“From the perspective of relationship maintenance, I-learning has worked closely with faculties, school employment office teachers, campus ambassadors, etc. Taking a 211 university in Beijing as an example, we can contact 24 departments To 20 departments, this has covered 80% of the students in this school. “The Human Resources Department of I-Learning told Tachi.
The cooperation between Pea Thinking and the school is more advanced. Colleagues of the Pea Thinking Human Resources Department told Tadori that they have signed talent training programs with universities such as South Central University for Nationalities and South China Normal University. Many college students will come to Pea for employment guidance and training before they graduate. The process of selecting peas is smoother and more natural.
“Our spring recruit has 150-200 staffing requirements for teachers, and it seems that it can be basically met now.” Pea thinking said.
2. Group adjustments
At the same time, there is another key difference between the school recruitment and the social recruitment. In the past, most of the positions in the school recruitment were in the group form, including specific non-leader group meetings or structured interviews.
When multiple people are discussing in the same online system, whether the system can support it smoothly and how to control the interview order and rhythm of each interviewer will become the challenges after going online.
One way to solve this problem is to turn the group face into a single face.
The human resources department that loves learning has begun to adjust the problem of group faces, trying to change the characteristics of group faces through a one-sided way, so that the accomplishments that group faces can examine are solved by one side.
But for some Guan Peisheng positions, or the need to balance the relationship between the number of resumes and the number of interviewers, there are still some positions that must be recruited in a group manner.
Under this premise, most education companies may choose to participate in the group conference system of online office. Such a measure is relatively cheap, but because it is not a specialized recruitment system, the challenges of recruitment data analysis in the later period cannot be underestimated.
Of course, in addition to this, the system may be stuck.
For example, although the first air lecture of Ape Coaching was started earlier, it eased the job anxiety of fresh students trapped at home to some extent, but at the moment, the colleague of Ape Coaching is doing live broadcast at homeOffice is limited to factors such as network speed, system, and technology. The live broadcast process, especially the broadcast of recorded promotional videos during live broadcasts, has various levels of stuttering, which has caused a certain reduction in user experience and even publicity effects.
“The head has developed a self-developed online recruitment system that can support structured interviews or group discussions without leadership. The contactless video interview has been implemented on the first day of construction since the beginning of the year.” The Ministry of Education and Human Resources tells Taj.
3. Social recruitment will adopt online admission and online training
For social recruiting, because there are no large-scale centralized recruitment and group meetings in a certain period of time, many education companies have tried online phone calls or video interviews in their daily work. Therefore, it has an impact on the recruitment front-end interview. Not very big.
But one of the unique attributes of social recruitment is that it is immediately available, and there is no long buffer time for school admissions. This means that in the past, the process of signing contracts offline and conducting centralized closed training will be impacted.
“In principle, we still need to ensure risks. Even for social recruitment, which may not be a particularly urgent position, we will send offers to delay their re-registration.” The human resources department of i-Learning told Tak.
4. Reduce the difficulty of recruiting recruits by pushing in and recalling veterans who have left the post
Although social recruiting has a typical gold, silver and four seasons, this season is created largely because a large number of employees will choose to leave after the year. Therefore, human resources teams such as Pea Thinking have already done talent inventory and recruitment budget years ago.
“We also always have reserve candidates. So this part is also under our control.” Pea Thinking Human Resources Department mentioned.
The human resources department at the head of education also told Tadashi that during the early years of the epidemic, they had already made some arrangements: for example, arranging employees to take early vacations, recruiting off-peaks during off-peak seasons, and preparing for peak recruitment after the year.
Also under such advance preparations, they responded quickly and planned the recall of former veterans during the epidemic.
“Recalling veterans is a good way now. Candidates can get up to speed quickly and shorten the recruitment cycle,” said the head of Education and Human Resources.
At the same time, the internal push of the head is also increasing. Through the company’s internal employee talent pool, targeted push-back SMS notifications were reached, and recruiting teachers took the lead in forwarding job posters, guiding the company’s full participation, and letting more external talents know the company’s employment needs.
However, it is undeniable that it is the epidemic that affected the general upsurge in leaving the society after this year. As a result, the employment vacancy situation of educational companies at the social recruitment level has not A large area appears.
The challenge is, but the opportunity is also
Recruitment moved to online due to the epidemic, is it really just a passive adjustment to online?
Obviously not.
The advantages of online recruitment have also begun to emerge at some levels.
For the seminar, when the format becomes online, it actually gives more people a chance to ask questions. At the same time, the actual number of people attending the offline seminar is often subject to the size of the venue or safety regulations. , And the unlimited number of people online has given more job seekers the opportunity to learn about and apply for publicity.
“On the day of the live broadcast, we will also arrange several online administrators to work, there are special responsible for the docking technology, there are special responsible for the docking questions, and some questions will be preset in advance for automatic robot responses. May answer more students’ questions. “
The Human Resources Department of i-Learning said that colleagues who travel on business do n’t have to travel on business. Instead, they can provide more services in the form of small customer service. For example, in addition to responding to questions, they have also launched some functions such as career planning and resume revision.
For training, it cannot be denied that the concentration of online training is less than that of closed closed training offline, but for some special posts, it can better identify talents.
The Human Resources Department of Pea Thinking tells Tajik that online training can actually intuitively understand whether a teacher has the quality of live teaching. In the past, peas have also had some offline training and teachers who have a good test lecture, but there will be some deviations when facing the camera.
“After all, our teachers require online live broadcasts, and screening through online interviews and training has some benefits for online education companies.” Pea Thinking Human Resources Department said.
For colleagues in the Human Resources Department, the online interview method eliminates the need to frequently coordinate the time between the interviewer and the candidate, make appointments for conference rooms, and does not have to deal with candidates who often encounter lost, Being late, etc.
“When we operate in a relatively orderly system, in fact, we can naturally send job seekers information and docking time to interviewers, which greatly improves the efficiency of recruitment.” AiHua Human Resources Department mentioned.
…
The advantages that have gradually emerged online have beenAfter exploring to restore normal order in the future, few companies continued to increase the proportion of online interviews, and explored the effect of recruitment interviews by combining online and offline methods to maximize the effect.
Although we cannot deny that some business forms will be overwhelmed by extraordinary times, they may also be reshaped by some extraordinary times. Online recruitment interviews may be one of them.
But under the epidemic situation, it is clear that this kind of online and offline combination of recruitment in the past three or seven or five or five will be completely converted to online.
This means that the entire interview process needs to be reorganized and adjusted.
1. Campus lecture will be changed to “Air”
At 3 pm on February 5th, the Spring Recruiting Group of Ape Coaching organized the first air talk. The entire preaching process basically consists of four basic sections: company introduction, job introduction, welfare introduction, and admission process, which are basically not different from the past offline content.
But in detail, some of the characteristics of online have been highlighted.
For example, before the establishment of the group, the spring counseling of ape counseling has separately processed the position of the counselor, which needs to be recruited, and set up a dedicated counselor spring recruit group. The entire preaching process is also directed to the counselor. This job is to be carried out.
On the one hand, it reduces the difficulty of online and multi-post operations on the same line, on the other hand, it is also convenient for centralized preaching, so that job seekers have a deeper understanding of the position.
In addition, throughout the lecture process, the system also supports job seekers to leave messages in the comment area at any time. There is a dedicated HR to respond to the key questions asked in the comment area, and the responses are synchronized to the spring recruit group to replace the line. The next question and answer session will be fixed. In this comment section, the live HR colleague will also take a random screenshot, and the students who are intercepted can get a certain reward: a USB flash drive or a free exam.
At the level of delivering resumes, it is different from offline resumes that collect paper resumes at the end. The online presentation interface also has an “online resume submission” channel. Candidates can fill in resumes directly during the presentation process. Or import your own resume for automatic matching.
This is a path that is completely online, and the other path is in the planning of the online lecture. ContinueRely on the past offline accumulation to carry out.
Companies such as iLearning and Pea Thinking are still focusing on the proportion of preaching units in an offline circle. They have chosen the path of school-enterprise cooperation and cooperated with universities to conduct special online lectures.
“From the perspective of relationship maintenance, I-learning has worked closely with faculties, school employment office teachers, campus ambassadors, etc. Taking a 211 university in Beijing as an example, we can contact 24 departments To 20 departments, this has covered 80% of the students in this school. “The Human Resources Department of I-Learning told Tachi.
The cooperation between Pea Thinking and the school is more advanced. Colleagues of the Pea Thinking Human Resources Department told Tadori that they have signed talent training programs with universities such as South Central University for Nationalities and South China Normal University. Many college students will come to Pea for employment guidance and training before they graduate. The process of selecting peas is smoother and more natural.
“Our spring recruit has 150-200 staffing requirements for teachers, and it seems that it can be basically met now.” Pea thinking said.
2. Group adjustments
At the same time, there is another key difference between the school recruitment and the social recruitment. In the past, most of the positions in the school recruitment were in the group form, including specific non-leader group meetings or structured interviews.
When multiple people are discussing in the same online system, whether the system can support it smoothly and how to control the interview order and rhythm of each interviewer will become the challenges after going online.
One way to solve this problem is to turn the group face into a single face.
The human resources department that loves learning has begun to adjust the problem of group faces, trying to change the characteristics of group faces through a one-sided way, so that the accomplishments that group faces can examine are solved by one side.
But for some Guan Peisheng positions, or the need to balance the relationship between the number of resumes and the number of interviewers, there are still some positions that must be recruited in a group manner.
Under this premise, most education companies may choose to participate in the group conference system of online office. Such a measure is relatively cheap, but because it is not a specialized recruitment system, the challenges of recruitment data analysis in the later period cannot be underestimated.
Of course, in addition to this, the system may be stuck.
For example, although the first air lecture of Ape Coaching was started earlier, it eased the job anxiety of fresh students trapped at home to some extent, but at the moment, the colleague of Ape Coaching is doing live broadcast at homeOffice is limited to factors such as network speed, system, and technology. The live broadcast process, especially the broadcast of recorded promotional videos during live broadcasts, has various levels of stuttering, which has caused a certain reduction in user experience and even publicity effects.
“The head has developed a self-developed online recruitment system that can support structured interviews or group discussions without leadership. The contactless video interview has been implemented on the first day of construction since the beginning of the year.” The Ministry of Education and Human Resources tells Taj.
3. Social recruitment will adopt online admission and online training
For social recruiting, because there are no large-scale centralized recruitment and group meetings in a certain period of time, many education companies have tried online phone calls or video interviews in their daily work. Therefore, it has an impact on the recruitment front-end interview. Not very big.
But one of the unique attributes of social recruitment is that it is immediately available, and there is no long buffer time for school admissions. This means that in the past, the process of signing contracts offline and conducting centralized closed training will be impacted.
“In principle, we still need to ensure risks. Even for social recruitment, which may not be a particularly urgent position, we will send offers to delay their re-registration.” The human resources department of i-Learning told Tak.
4. Reduce the difficulty of recruiting recruits by pushing in and recalling veterans who have left the post
Although social recruiting has a typical gold, silver and four seasons, this season is created largely because a large number of employees will choose to leave after the year. Therefore, human resources teams such as Pea Thinking have already done talent inventory and recruitment budget years ago.
“We also always have reserve candidates. So this part is also under our control.” Pea Thinking Human Resources Department mentioned.
The human resources department at the head of education also told Tadashi that during the early years of the epidemic, they had already made some arrangements: for example, arranging employees to take early vacations, recruiting off-peaks during off-peak seasons, and preparing for peak recruitment after the year.
Also under such advance preparations, they responded quickly and planned the recall of former veterans during the epidemic.
“Recalling veterans is a good way now. Candidates can get up to speed quickly and shorten the recruitment cycle,” said the head of Education and Human Resources.
At the same time, the internal push of the head is also increasing. Through the company’s internal employee talent pool, targeted push-back SMS notifications were reached, and recruiting teachers took the lead in forwarding job posters, guiding the company’s full participation, and letting more external talents know the company’s employment needs.
However, it is undeniable that it is the epidemic that affected the general upsurge in leaving the society after this year. As a result, the employment vacancy situation of educational companies at the social recruitment level has not A large area appears.