The group of people who help others find work now have to find a job for themselves.
Editor’s note: This article comes from the WeChat public account “zinc scale” (ID: znkedu), author Xu Wei Meng Huiyuan.
Recently, the Internet has been quite popular A good show for the fantasy.
Human Resources Service that always advertises “good work in the future without worries” The future of the platform is worry-free, and even the work of its own employees cannot be guaranteed.
The impact of the epidemic on all walks of life is self-evident. Because “the business of enterprise users tends to be concentrated, and the impact of the epidemic is superimposed.” The future of Wuyou has not been able to withstand the impact of the epidemic, cut the business and laid off employees.
However, under the crisis, it also contains new opportunities-companies ’extensive demand for online recruitment services, video interviews, mobile training, etc. A number of recruitment platforms including Careerfree, Zhilian Recruitment, BOSS Direct Recruitment, etc. have entered the “video recruitment”.
In the case of traffic peaking and business obstruction, “video recruitment” may not only be their first-line vitality during the epidemic, but also a new direction of transformation .
While they are heading towards “video recruitment”, perhaps, the competitive landscape of the entire Internet recruitment industry will gradually change accordingly.
Recruitment industry is robbing under the epidemic
On April 26, according to relevant media reports, Cheng Wuyou gave an explanation for the previously exposed layoffs, saying that this time closed 11 city offices in Shijiazhuang, Urumqi, Xiamen, Lanzhou Affect the labor relations of 127 future-worry-free employees. According to its response, 11 city offices were closed, mainly because “businesses of corporate users tend to be concentrated and the impact of the epidemic is superimposed.”
In fact, before the outbreak of the outbreak, the future of worry-free has entered a growth bottleneck period: according to the annual report of the future of worry-free, the company ’s net profit in 2019 Yuan, a decrease of 57.7% over the previous year ’s 1.244 billion yuan. The number of online service employers has also dropped by more than 60,000 in the past year.
“Due to the weak macroeconomic environment in China, the demand for the recruitment market has been affected, and companies (especially small businesses) have been closed or closed, and new companies have been reduced. The strategic decision of new users. “Qianrong Wuyou CEO Zhen Ronghui said that due to the epidemic, Qiancheng Wuyou expects total revenue for Q1 in 2020 to be between 725 million and 775 million yuan, down 15% from 912 million yuan in the same period last year. ~ 20%.
The epidemic has exacerbated the adverse effects of the recruitment market, resulting in a further reduction in recruitment demand. After all, at this difficult time, business adjustments and shrinking scales have become the tacit understanding of many enterprises that have been hit by the epidemic.
According to industry insiders, “Compared with the number of recruiting companies, the number of companies implementing layoffs is higher, with the former accounting for 20% -25% and the latter accounting for more than 30%.” “Probably 17% of people give up job-hopping, and the decline in resume delivery is as high as 70% ~ 80%.”
Under the general environment, the recruitment needs of enterprises have been greatly reduced, and the job search requirements of job seekers have also been greatly reduced. The main sources of B-end and C-end users of the recruitment platform have both failed. And Wucheng Wuyou itself is still under the operating pressure brought about by the epidemic. In addition, the previous business development situation is not very good (cash flow is tight), and its layoffs are understandable.
Worthless Future is faced with the same challenges as the growth problem amplified by the epidemic, as well as the 58 same-city, hunting and hiring that have also spread the news of layoffs And other major competitors in the industry.
In the face of the unfavorable situation, Zhi Sheng, the CEO of Zhilian, admitted that “the epidemic has a relatively large impact on the recruitment business of Zhilian.” 58 Jincheng Chairman and CEO Yao Jinbo also said, “Under the epidemic, the development of many industries may be Limited, a lot of competition in our life service industryOpponents also have to rely on financing, and development may be more difficult. ”
“Video recruitment” has become a new direction of development
If you take a long-term view, the epidemic will eventually pass, and the crisis caused by it will also be resolved.
In the process, “Video Recruitment” is making its debut as a “new direction for the development of the recruitment industry”, which is also the main way for current recruitment platforms to respond to the epidemic.
Because of the limited circulation of personnel and the inability to gather in large numbers, the zero-touch, low-cost, and efficient “video recruitment” has become the most preferred for companies seeking talent online and job seekers applying at home. The extensive demand for online recruitment services, video interviews, mobile training, etc. by companies has led the recruitment platform that connects companies and individuals to march into “video recruitment”.
For example, 58 City has launched a video interview section on the basis of the video interview function; Hunting and Employment launched a video interview for job hunting and epidemic epidemic, and a special session in the financial industry; BOSS directly hired nearly 100 companies to launch an online recruitment session action”.
In fact, “video recruitment “It is not a new thing in itself, but it has never received such attention and reuse before. “For enterprises, the time cost of video and face-to-face interviews are the same, so earlyTrying a new interview method is relatively difficult. “58 City Vice President Chen Yongsheng said so.
From the data point of view, in the 58 city 2020 spring online job fair The average number of live broadcast followers is 35,000 users; the number of times BOSS hired directly to use the “video interview” function ten days after the Spring Festival (2.3-2.13) increased by more than 20 times compared with the first week of the 19 autumn fall season … “Video Recruitment” scores in the first battle are commendable.
One thing that ca n’t be ignored is that “Video Recruitment” is the first time that it is a mainstream application method and it is a big market Scale application and practice. In other words, the major recruitment platforms are more like “crossing the river by feeling the stones”, and problems are inevitable.
Some companies and job seekers report that the most prominent point is that although the cost of “video recruitment” is low, the pass rate of application is not as good as offline recruitment, “face to face Communication will have a more intuitive feeling, and it will further promote the in-depth understanding and communication of both parties compared to a simple video interview. “And in addition, video interviews also have technologies such as stalls, unsynchronized sound and picture, and network delays. Problems at the level.
That is to say, “video recruitment” is not only a transformation of recruitment methods for recruitment platforms, they should also think about how to make “video recruitment” enough to subvert the traditional human resources service link, a real recruitment The new way, instead of simply copying the offline recruitment link to the online.
As for technical issues, with the continuous advancement of 5G networks and the continuous development of AI and other related technologies, As long as the major recruitment platforms insist on enabling new technologies to “video recruitment”, there is reason to believe in “high-definition” The visibility of products and services will definitely shine in the future recruitment market.
Relevant industry insiders believe that “video is the direction of the entire Internet industry and will also become an important direction for online recruitment. The epidemic is accelerating the maturity of this new recruitment method.” However, at this stage, although the epidemic will Recruitment methods are pushed to more users, and to a greater extent, they can only serve temporarilyEmergency means of recruitment platform.
The competitive landscape is difficult to shake in the short term
The recruitment industry as a whole is moving towards online “video recruitment”, not only because the epidemic makes it difficult for offline businesses to develop in the short term, but also the industry is professional Natural selection under the status quo of refinement and refinement-With the deepening of the social division of labor and the popularization of information technology, occupations and positions are constantly being refined.
The in-depth needs of companies that need to find more professional talents at a limited cost, and the personal wishes of job seekers who want to quickly find suitable jobs, are no longer satisfied with purely traditional offline recruitment services. Only recruitment platforms that can provide them with more professional and meticulous services will become the first choice.
For example, in the traditional offline recruitment method, job seekers often need to wait for a period of time from the delivery of the resume to the receipt of the interview notification. It also needs to agree on the time and location in advance during the interview, which means that it takes a certain amount of time and money.
Through “video recruitment”, even if the effect is not as good as the traditional recruitment model today, and it is not unrealistic to completely replace the traditional offline recruitment method in the future (it is likely that the two ways of online and offline collaborative development), but with Job seekers can cross the boundaries of time and space, complete face-to-face communication with companies without leaving home, and can also combine online evaluation, online training, online examinations and other value-added functions to accelerate the comprehensive quality assessment of talents. Once a recruitment platform is the first to find out The true online recruitment path will inevitably occupy a certain first-mover advantage in future competition.
However, although “Video Recruitment” coincides with the recruitment platform’s urgent need for transformation after traffic and business peaking, it is not their only option at this stage.
In recent years, the future has been worry-free walking on the road of expanding service boundaries and going to “recruitment”; Zhilian Recruitment through platforms such as foreign investment job interviews and pulse, Build a huge data labeling system internally; Hunting is also empowering with AI products to improve the efficiency of information insight, understand the recruitment needs of enterprises and screen candidates, and provide targeted services for enterprises.
Behind the major recruitment platforms actively seeking transformation is the relatively stable status quo of the recruitment industry market: As of the third quarter of 2019, 58 cities have ranked first with a market share of 37.7%; the future is ranked second. The market share is 21.7%; Zhilian Recruitment ranks third with 19.2% market share; other Internet recruitment platforms account for 21.4%.
It can be seen from the multiple platforms mentioned above that “Video Recruitment” has been added, and high-quality companies never give up any development opportunities, and they are eager to grow in the blow. Including “video recruitment”, the transition path they have chosen may be difficult to see results in the short term.
Who will take the lead in breaking the current competitive landscape, let us wait and see.
On April 26, according to relevant media reports, Cheng Wuyou gave an explanation for the previously exposed layoffs, saying that this time closed 11 city offices in Shijiazhuang, Urumqi, Xiamen, Lanzhou Affect the labor relations of 127 future-worry-free employees. According to its response, 11 city offices were closed, mainly because “businesses of corporate users tend to be concentrated and the impact of the epidemic is superimposed.”
In fact, before the outbreak of the outbreak, the future of worry-free has entered a growth bottleneck period: according to the annual report of the future of worry-free, the company ’s net profit in 2019 Yuan, a decrease of 57.7% over the previous year ’s 1.244 billion yuan. The number of online service employers has also dropped by more than 60,000 in the past year.
“Due to the weak macroeconomic environment in China, the demand for the recruitment market has been affected, and companies (especially small businesses) have been closed or closed, and new companies have been reduced. The strategic decision of new users. “Qianrong Wuyou CEO Zhen Ronghui said that due to the epidemic, Qiancheng Wuyou expects total revenue for Q1 in 2020 to be between 725 million and 775 million yuan, down 15% from 912 million yuan in the same period last year. ~ 20%.
The epidemic has exacerbated the adverse effects of the recruitment market, resulting in a further reduction in recruitment demand. After all, at this difficult time, business adjustments and shrinking scales have become the tacit understanding of many enterprises that have been hit by the epidemic.
According to industry insiders, “Compared with the number of recruiting companies, the number of companies implementing layoffs is higher, with the former accounting for 20% -25% and the latter accounting for more than 30%.” “Probably 17% of people give up job-hopping, and the decline in resume delivery is as high as 70% ~ 80%.”
Under the general environment, the recruitment needs of enterprises have been greatly reduced, and the job search requirements of job seekers have also been greatly reduced. The main sources of B-end and C-end users of the recruitment platform have both failed. And Wucheng Wuyou itself is still under the operating pressure brought about by the epidemic. In addition, the previous business development situation is not very good (cash flow is tight), and its layoffs are understandable.
Worthless Future is faced with the same challenges as the growth problem amplified by the epidemic, as well as the 58 same-city, hunting and hiring that have also spread the news of layoffs And other major competitors in the industry.
In the face of the unfavorable situation, Zhi Sheng, the CEO of Zhilian, admitted that “the epidemic has a relatively large impact on the recruitment business of Zhilian.” 58 Jincheng Chairman and CEO Yao Jinbo also said, “Under the epidemic, the development of many industries may be Limited, a lot of competition in our life service industryOpponents also have to rely on financing, and development may be more difficult. ”
“Video recruitment” has become a new direction of development
If you take a long-term view, the epidemic will eventually pass, and the crisis caused by it will also be resolved.
In the process, “Video Recruitment” is making its debut as a “new direction for the development of the recruitment industry”, which is also the main way for current recruitment platforms to respond to the epidemic.
Because of the limited circulation of personnel and the inability to gather in large numbers, the zero-touch, low-cost, and efficient “video recruitment” has become the most preferred for companies seeking talent online and job seekers applying at home. The extensive demand for online recruitment services, video interviews, mobile training, etc. by companies has led the recruitment platform that connects companies and individuals to march into “video recruitment”.
For example, 58 City has launched a video interview section on the basis of the video interview function; Hunting and Employment launched a video interview for job hunting and epidemic epidemic, and a special session in the financial industry; BOSS directly hired nearly 100 companies to launch an online recruitment session action”.
In fact, “video recruitment “It is not a new thing in itself, but it has never received such attention and reuse before. “For enterprises, the time cost of video and face-to-face interviews are the same, so earlyTrying a new interview method is relatively difficult. “58 City Vice President Chen Yongsheng said so.
From the data point of view, in the 58 city 2020 spring online job fair The average number of live broadcast followers is 35,000 users; the number of times BOSS hired directly to use the “video interview” function ten days after the Spring Festival (2.3-2.13) increased by more than 20 times compared with the first week of the 19 autumn fall season … “Video Recruitment” scores in the first battle are commendable.
One thing that ca n’t be ignored is that “Video Recruitment” is the first time that it is a mainstream application method and it is a big market Scale application and practice. In other words, the major recruitment platforms are more like “crossing the river by feeling the stones”, and problems are inevitable.
Some companies and job seekers report that the most prominent point is that although the cost of “video recruitment” is low, the pass rate of application is not as good as offline recruitment, “face to face Communication will have a more intuitive feeling, and it will further promote the in-depth understanding and communication of both parties compared to a simple video interview. “And in addition, video interviews also have technologies such as stalls, unsynchronized sound and picture, and network delays. Problems at the level.
That is to say, “video recruitment” is not only a transformation of recruitment methods for recruitment platforms, they should also think about how to make “video recruitment” enough to subvert the traditional human resources service link, a real recruitment The new way, instead of simply copying the offline recruitment link to the online.
As for technical issues, with the continuous advancement of 5G networks and the continuous development of AI and other related technologies, As long as the major recruitment platforms insist on enabling new technologies to “video recruitment”, there is reason to believe in “high-definition” The visibility of products and services will definitely shine in the future recruitment market.
Relevant industry insiders believe that “video is the direction of the entire Internet industry and will also become an important direction for online recruitment. The epidemic is accelerating the maturity of this new recruitment method.” However, at this stage, although the epidemic will Recruitment methods are pushed to more users, and to a greater extent, they can only serve temporarilyEmergency means of recruitment platform.
The competitive landscape is difficult to shake in the short term
The recruitment industry as a whole is moving towards online “video recruitment”, not only because the epidemic makes it difficult for offline businesses to develop in the short term, but also the industry is professional Natural selection under the status quo of refinement and refinement-With the deepening of the social division of labor and the popularization of information technology, occupations and positions are constantly being refined.
The in-depth needs of companies that need to find more professional talents at a limited cost, and the personal wishes of job seekers who want to quickly find suitable jobs, are no longer satisfied with purely traditional offline recruitment services. Only recruitment platforms that can provide them with more professional and meticulous services will become the first choice.
For example, in the traditional offline recruitment method, job seekers often need to wait for a period of time from the delivery of the resume to the receipt of the interview notification. It also needs to agree on the time and location in advance during the interview, which means that it takes a certain amount of time and money.
Through “video recruitment”, even if the effect is not as good as the traditional recruitment model today, and it is not unrealistic to completely replace the traditional offline recruitment method in the future (it is likely that the two ways of online and offline collaborative development), but with Job seekers can cross the boundaries of time and space, complete face-to-face communication with companies without leaving home, and can also combine online evaluation, online training, online examinations and other value-added functions to accelerate the comprehensive quality assessment of talents. Once a recruitment platform is the first to find out The true online recruitment path will inevitably occupy a certain first-mover advantage in future competition.
However, although “Video Recruitment” coincides with the recruitment platform’s urgent need for transformation after traffic and business peaking, it is not their only option at this stage.
In recent years, the future has been worry-free walking on the road of expanding service boundaries and going to “recruitment”; Zhilian Recruitment through platforms such as foreign investment job interviews and pulse, Build a huge data labeling system internally; Hunting is also empowering with AI products to improve the efficiency of information insight, understand the recruitment needs of enterprises and screen candidates, and provide targeted services for enterprises.
Behind the major recruitment platforms actively seeking transformation is the relatively stable status quo of the recruitment industry market: As of the third quarter of 2019, 58 cities have ranked first with a market share of 37.7%; the future is ranked second. The market share is 21.7%; Zhilian Recruitment ranks third with 19.2% market share; other Internet recruitment platforms account for 21.4%.
It can be seen from the multiple platforms mentioned above that “Video Recruitment” has been added, and high-quality companies never give up any development opportunities, and they are eager to grow in the blow. Including “video recruitment”, the transition path they have chosen may be difficult to see results in the short term.
Who will take the lead in breaking the current competitive landscape, let us wait and see.
If you take a long-term view, the epidemic will eventually pass, and the crisis caused by it will also be resolved.
In the process, “Video Recruitment” is making its debut as a “new direction for the development of the recruitment industry”, which is also the main way for current recruitment platforms to respond to the epidemic.
Because of the limited circulation of personnel and the inability to gather in large numbers, the zero-touch, low-cost, and efficient “video recruitment” has become the most preferred for companies seeking talent online and job seekers applying at home. The extensive demand for online recruitment services, video interviews, mobile training, etc. by companies has led the recruitment platform that connects companies and individuals to march into “video recruitment”.
For example, 58 City has launched a video interview section on the basis of the video interview function; Hunting and Employment launched a video interview for job hunting and epidemic epidemic, and a special session in the financial industry; BOSS directly hired nearly 100 companies to launch an online recruitment session action”.
In fact, “video recruitment “It is not a new thing in itself, but it has never received such attention and reuse before. “For enterprises, the time cost of video and face-to-face interviews are the same, so earlyTrying a new interview method is relatively difficult. “58 City Vice President Chen Yongsheng said so.
From the data point of view, in the 58 city 2020 spring online job fair The average number of live broadcast followers is 35,000 users; the number of times BOSS hired directly to use the “video interview” function ten days after the Spring Festival (2.3-2.13) increased by more than 20 times compared with the first week of the 19 autumn fall season … “Video Recruitment” scores in the first battle are commendable.
One thing that ca n’t be ignored is that “Video Recruitment” is the first time that it is a mainstream application method and it is a big market Scale application and practice. In other words, the major recruitment platforms are more like “crossing the river by feeling the stones”, and problems are inevitable.
Some companies and job seekers report that the most prominent point is that although the cost of “video recruitment” is low, the pass rate of application is not as good as offline recruitment, “face to face Communication will have a more intuitive feeling, and it will further promote the in-depth understanding and communication of both parties compared to a simple video interview. “And in addition, video interviews also have technologies such as stalls, unsynchronized sound and picture, and network delays. Problems at the level.
That is to say, “video recruitment” is not only a transformation of recruitment methods for recruitment platforms, they should also think about how to make “video recruitment” enough to subvert the traditional human resources service link, a real recruitment The new way, instead of simply copying the offline recruitment link to the online.
As for technical issues, with the continuous advancement of 5G networks and the continuous development of AI and other related technologies, As long as the major recruitment platforms insist on enabling new technologies to “video recruitment”, there is reason to believe in “high-definition” The visibility of products and services will definitely shine in the future recruitment market.
Relevant industry insiders believe that “video is the direction of the entire Internet industry and will also become an important direction for online recruitment. The epidemic is accelerating the maturity of this new recruitment method.” However, at this stage, although the epidemic will Recruitment methods are pushed to more users, and to a greater extent, they can only serve temporarilyEmergency means of recruitment platform.
The competitive landscape is difficult to shake in the short term
The recruitment industry as a whole is moving towards online “video recruitment”, not only because the epidemic makes it difficult for offline businesses to develop in the short term, but also the industry is professional Natural selection under the status quo of refinement and refinement-With the deepening of the social division of labor and the popularization of information technology, occupations and positions are constantly being refined.
The in-depth needs of companies that need to find more professional talents at a limited cost, and the personal wishes of job seekers who want to quickly find suitable jobs, are no longer satisfied with purely traditional offline recruitment services. Only recruitment platforms that can provide them with more professional and meticulous services will become the first choice.
For example, in the traditional offline recruitment method, job seekers often need to wait for a period of time from the delivery of the resume to the receipt of the interview notification. It also needs to agree on the time and location in advance during the interview, which means that it takes a certain amount of time and money.
Through “video recruitment”, even if the effect is not as good as the traditional recruitment model today, and it is not unrealistic to completely replace the traditional offline recruitment method in the future (it is likely that the two ways of online and offline collaborative development), but with Job seekers can cross the boundaries of time and space, complete face-to-face communication with companies without leaving home, and can also combine online evaluation, online training, online examinations and other value-added functions to accelerate the comprehensive quality assessment of talents. Once a recruitment platform is the first to find out The true online recruitment path will inevitably occupy a certain first-mover advantage in future competition.
However, although “Video Recruitment” coincides with the recruitment platform’s urgent need for transformation after traffic and business peaking, it is not their only option at this stage.
In recent years, the future has been worry-free walking on the road of expanding service boundaries and going to “recruitment”; Zhilian Recruitment through platforms such as foreign investment job interviews and pulse, Build a huge data labeling system internally; Hunting is also empowering with AI products to improve the efficiency of information insight, understand the recruitment needs of enterprises and screen candidates, and provide targeted services for enterprises.
Behind the major recruitment platforms actively seeking transformation is the relatively stable status quo of the recruitment industry market: As of the third quarter of 2019, 58 cities have ranked first with a market share of 37.7%; the future is ranked second. The market share is 21.7%; Zhilian Recruitment ranks third with 19.2% market share; other Internet recruitment platforms account for 21.4%.
It can be seen from the multiple platforms mentioned above that “Video Recruitment” has been added, and high-quality companies never give up any development opportunities, and they are eager to grow in the blow. Including “video recruitment”, the transition path they have chosen may be difficult to see results in the short term.
Who will take the lead in breaking the current competitive landscape, let us wait and see.
The recruitment industry as a whole is moving towards online “video recruitment”, not only because the epidemic makes it difficult for offline businesses to develop in the short term, but also the industry is professional Natural selection under the status quo of refinement and refinement-With the deepening of the social division of labor and the popularization of information technology, occupations and positions are constantly being refined.
The in-depth needs of companies that need to find more professional talents at a limited cost, and the personal wishes of job seekers who want to quickly find suitable jobs, are no longer satisfied with purely traditional offline recruitment services. Only recruitment platforms that can provide them with more professional and meticulous services will become the first choice.
For example, in the traditional offline recruitment method, job seekers often need to wait for a period of time from the delivery of the resume to the receipt of the interview notification. It also needs to agree on the time and location in advance during the interview, which means that it takes a certain amount of time and money.
Through “video recruitment”, even if the effect is not as good as the traditional recruitment model today, and it is not unrealistic to completely replace the traditional offline recruitment method in the future (it is likely that the two ways of online and offline collaborative development), but with Job seekers can cross the boundaries of time and space, complete face-to-face communication with companies without leaving home, and can also combine online evaluation, online training, online examinations and other value-added functions to accelerate the comprehensive quality assessment of talents. Once a recruitment platform is the first to find out The true online recruitment path will inevitably occupy a certain first-mover advantage in future competition.
However, although “Video Recruitment” coincides with the recruitment platform’s urgent need for transformation after traffic and business peaking, it is not their only option at this stage.
In recent years, the future has been worry-free walking on the road of expanding service boundaries and going to “recruitment”; Zhilian Recruitment through platforms such as foreign investment job interviews and pulse, Build a huge data labeling system internally; Hunting is also empowering with AI products to improve the efficiency of information insight, understand the recruitment needs of enterprises and screen candidates, and provide targeted services for enterprises.
Behind the major recruitment platforms actively seeking transformation is the relatively stable status quo of the recruitment industry market: As of the third quarter of 2019, 58 cities have ranked first with a market share of 37.7%; the future is ranked second. The market share is 21.7%; Zhilian Recruitment ranks third with 19.2% market share; other Internet recruitment platforms account for 21.4%.
It can be seen from the multiple platforms mentioned above that “Video Recruitment” has been added, and high-quality companies never give up any development opportunities, and they are eager to grow in the blow. Including “video recruitment”, the transition path they have chosen may be difficult to see results in the short term.
Who will take the lead in breaking the current competitive landscape, let us wait and see.