The first trend: talent in line with China's economic changes The economic
crisis is also a turning point for talents and a process of survival of the
fittest. On the one hand, network recruitment financing will be reduced, the
bubble will burst; on the other hand, the appropriate product and service
innovation. China's economic upgrade is an important symbol of the upgrading of
the service sector, which is the direction of the Chinese government to
vigorously support, but also the important direction of future employment,
network recruitment should make the best use of circumstances. Second trends:
talent with the layout of the Internet With the popularization of the
Internet in the northeast, middle and southwest China and the gradual
application of Internet users in the region, the recruitment of Internet
applications will be promoted in these areas for the next five years. Three line
cities and towns will become the promotion area of the future job site, and more
regional websites will appear. Third trends: Web2.0 will boost talent
intelligence Third stage financing in 09Q1 looming, iResearch analysis third
stage job recruitment website hot financing mergers and acquisitions will focus
on search and community and video job recruitment website, talent intelligence
will begin from the forward-looking investment field. With job seekers and
employers about the search engine promotion and use of the skill, job
recruitment information quantity, further increase in job search (either station
or vertical) will be the future development trend. The development of search job
recruitment websites has not yet arrived in 08 years. The arrival of the times
depends on the number of recruitment websites and the degree of diversification
of the information distribution. Fourth, the trend: the depth of talent to
participate in the talent market, and strengthen the study of
professionals Talent should not only be an onlooker of information
transmission, but also an active participant in the human resource market.
Bridge the gap between employers and job seekers, between the state and the
talent market. Because more information about the asymmetry between job seekers
and employers, between employers and employers, between job seekers and job
seekers, talent networks can act as professional educators. The talents should
initiate and serve the career planning of the unemployed students and carry out
vocational education so as to make their training and improvement more
comprehensive at an early date. Fifth trends: the user is king The law of
"Internet users is king" still applies in the field of Internet recruitment.
Production, research and development, promotion, operation and other related
strategies should consider the user, user needs and experience as a starting
point. Potential job seekers are users of job search websites, and business
models will emerge when job sites tap their value to them. The user centric
business philosophy of vertical job recruitment websites has accelerated the
steady growth of its website traffic. Typical representative is this year's job
hunting network. Sixth trends: increasing customer satisfaction In the
scoring of visitors' satisfaction, each site scores between 4-5 (between
satisfaction and satisfaction), and the job satisfaction is not satisfactory.
New employers choose job networks to value publicity more often, while older
employers give up more on job sites because they are more difficult to satisfy.
While the old employer's income occupies the vast majority of job sites, improve
service, optimize employer experience is the key to enhance revenue. Seventh
trends: diversification of talent business Talent is the reality and trend of
business diversification, diversification is an important method of job
recruitment website differentiated, and should be based on the user (employer,
job seekers or potential job seekers) as the center of business development,
design products and services. Eighth trends: enhance marketing capabilities,
reduce marketing inputs Network advertising has some effects on the number of
monthly coverage increase, the change of user is likely to make small
incremental job site traffic ranking, but the monthly ranking is not much
significance, and is not persistent. The impact of the economic crisis on job
site revenue is greater, and exposed the job site operation problems, mainly
reflected in marketing, expansion and research and development in three
areas. Ninth trends: video and other new technology applications A
weakness in the past is the lack of communication and communication between
employers and job seekers, but the burgeoning broadband video technology just
makes up for it. On some websites, we can see that recruiters can do some
preliminary communication with the video camera through online and job seekers,
and do some interview questions and answers. This is a good application
scenario.