In recent years, with the rapid growth of China's economy, domestic large-scale enterprises have developed rapidly and their international competitiveness has been greatly enhanced. In 2016, there were 110 Fortune Global 500 Chinese companies, and 22% of the short-listed companies. The demand for high-end talent has risen sharply, driving the rapid expansion of the high-end executive search industry. According to authoritative research, in the more mature market economy environment, the appropriate ratio of headhunting companies to the number of companies is 5:1000. The current headhunting market in China is far below this level of development. This is also the reason why domestic headhunting companies have emerged like bamboo shoots.
How long can the "unicorn" run wild?
Hunting Network has a reputation as a "unicorn" in the high-end talent market. In just 5 years, it has completed a round of 100 million U.S. dollars in rounds of financing, becoming an integrated platform for HR, headhunters, and clients. With nearly 30 million users. The hunt for Hunting Network has benefited from its position between the traditional headhunting market and the recruitment information exchange market. It has accurately positioned the HR of that part of China that is most willing to spend money, meets the recruitment requirements of this part of the company, and adopts product standardization. The service reduces the high cost of headhunting service. Secondly, it has the largest cloud headhunter. These experienced headhunters mostly hold many middle- and high-end talent resources and can quickly meet the needs of enterprises; there is also a powerful C-terminal user acquisition. Ability. The first O2O products in the recruitment field “Interview Fast†helps companies and job seekers to match precise talents, and integrate online and offline recruitment resources. The “Acceptance Fast†APP ensures that talents enter the job smoothly from the interview and thoroughly open up all aspects of recruitment. Closed loop of the industry; there is the “same†app built on the principle of six-person communication to enable the socialization of employers and jobseekers to be realized and to fully expand the sources of talent channels; recruitment of overseas talents has been established for elites of overseas returnees and well-known domestic large-scale enterprises. Communication bridge. In addition, the recruitment and advertising of film and television dramas and the celebrity endorsements of the recruitment and recruitment network are also more innovative, and the search and recruitment network has been advancing all the way. There are no moments in sight.
In front of the recruitment and recruitment network, headhunting websites such as Internet surfing and 100offer appear to be "frustrating." Take 100offer as an example. Although it has a novel business model of “Find better offers for the best programmersâ€, show candidates who have been screened to employers, wait for a clear salary, and then select interesting candidates. Opportunities to communicate and interview, “a radish and a pitâ€, high transaction rate, low rate, high standardization, but rely on high-cost advertising to obtain customers; rate is low, but lack of services, companies and candidates The service experience is poor; the recycling rate of past resources is extremely low; auction product experience is poor, candidates are not respected, companies are unwilling to limit and scramble, and disadvantages such as the long-term imbalance in the number of candidates and the number of enterprises are equally evident. Under internal and external problems, it is naturally impossible to engage with the Hunting Network to achieve a head-to-head match.
However, the huge market for talent recruitment has always been a “battleground for military strategistsâ€, and it is also an area in which capital has been diverted and the intentions have been matched. The more crucial issue is that the recruitment and recruitment network is not impeccable. There are no professional headhunters to recruit genes, the service capabilities are widely criticized, and the excellentness of the outstanding candidates is poor. The C2C has been trying to transform but has had little success. Candidates and headhunting consultants The highly internal factors of the flow rate will restrict the development of the "unicorn" for a long time.
Who is the "shark" hidden under the water?
If the competition on the surface is quite fierce, then the "shark" hidden under the water is even more daunting. When the recruitment and recruitment network continues to expand service categories, and even enter the online recruitment market for general talents, talented and innovative search headhunting websites are intensifying their brand building and headhunting consultants' ability to carry out intensified professional training, stabilizing the foundation and making solid progress.
As we all know, the headhunting website also has its own "camp", hunting and hunting is a C2C model. It is a headhunting consultant who provides services directly to talents. Under the one-to-many model, the quality of service faces various challenges; For the B2C model, but the 100offer consultant is more inclined to the customer service-style light model, the client is a re-model with "own consultants", a powerful service gene, "Qualification" innovation has comprehensively upgraded the traditional headhunting service model.
Specialization, annual output value of consultants is an important basis for measuring the service ability of high-end headhunting companies. Through professional positioning, consultants have enough energy to set their own experience, understand the depth of the industry and the characteristics of the candidate group, and achieve true professional focus.
Intensive, one-for-one posts, full integration of candidates, positions, and knowledge, for companies to effectively recommend the same type of candidates for the same job, for the candidate to accurately recommend a large number of good jobs in line with their positions and background.
Standardization, the sharing of excellent consultant experience, consulting training, access to companies, acquisition of candidates, contract terms, operational procedures, etc. are all strictly standardized.
Visualization, through the big data model, the ability of the company to make headhunting consultants clearly visible, talents on the background of service consultants, job search positions and corporate strength at a glance.
Informatization, all headhunting operations rely on the background of the clientele, and the data is continued. It can provide in-depth services for talents and enterprises. Managers manage efficiently, and search consultants can efficiently obtain the data they need for their work, and send reports, introduce businesses, and jobs that are more efficient. The internet platform is seamlessly connected with the background, and the database is updated in time to improve the response speed of the service.
Interconnection, brand communication, homework, access to corporate customers, acquisition of candidates, and brand transformation all take place over the Internet and form a closed-loop information system to ensure the security of corporate and candidate information and avoid unnecessary harassment.
Branding, with rich market means to build a brand image, whenever companies need high-end talent services will be the first time to think of customers.
In the face of low headcount, poor quality, and disorderly competition in the headhunting industry, many headhunting companies tend to use low-cost methods to attract customers in order to maintain their survival. This corresponds to the number of consultants and the level of service that can be imagined. The low rate of 16% of the clientele is based on the brand strength of “one person, one postâ€, each candidate has exclusive consultants, provides full career service for talents, and has extremely rich corporate positions. The number of jobs, sufficient corporate needs, and the success of recruiting have resulted in economies of scale to reduce costs. Reducing costs and lowering recruitment costs will inevitably stimulate more market demand, attracting most of the positions and high-end talents to the platform of talents, achieving economies of scale and thoroughly rolling the market.
Ultimately, any industry will return to the era of rational consumption from the era of profiteering, and the high-quality, low-cost innovative service model will allow enterprises to solve the recruitment difficulties of mid- to high-end talents at more reasonable costs and provide more promising employment opportunities for talents. To attract more companies to voluntarily “pay for†headhunting services and promote the sound and sustainable development of the entire industry. More crucially, the establishment of low-cost, high-efficiency, and smooth high-competition barriers through the improvement of service quality, training of high-quality consultant talents, team culture, establishment of brand and marketing systems, and optimization of service processes, etc. Victory, the headhunting recruitment industry is at the forefront.
Sports can't be abandoned more freely
Close ergonomic design, close to the ear, even wearing for a long time can also enjoy comfortable experience.
And can form a triangular stable support with the ear, even if running and riding, vigorous fitness is still close to the ears, wildly shake off.
Description of connection OK
music doesn't wait
After the first successful pairing, the boot automatically back up, no unnecessary operation
When the earphone is turned on, it can be automatically reconnected.
Note: the first pairing should be done manually in the bluetooth Settings of the device only Ensure that the bluetooth function of the device is turned on normally
Noise Cancelling Earbuds,Bluetooth Earphone Price,Half In-Ear Wireless Headset,Wireless Bluetooth Earphones
Guangzhou HangDeng Tech Co. Ltd , https://www.hangdengtech.com