Affected by the epidemic, the recruitment of most employers has changed from offline to online reporter investigation
"Cloud recruitment" drops from the sky
● During the epidemic prevention and control, “cloud recruitment” avoids crowd gathering, improves the speed and breadth of information dissemination, can instantly match and dock the needs of both recruiters, and the overall cost of recruitment is also lower
● “Cloud Recruitment” also has some problems. Although it can improve the screening of general information through program settings, it will lose some of the personal characteristics of job applicants, and this information is very important in certain positions. Moreover, the setting of standard information in resume screening may amplify the hazards of certain discriminatory requirements
● “Cloud Recruitment” is just a change in recruitment methods with the support of information technology. The most important thing is to promote strengths and avoid weaknesses, and effectively meet the needs of laborers and employers.
Multi-party collaboration promotes the sustainable development of "cloud recruitment"
Dialogue
Associate Professor, School of Law, China Institute of Labor Relations
Deputy Dean, School of Labor and Economics, Capital University of Economics and Business
Zhao Li, reporter of Legal Daily
Platform assumes supervision responsibility
Improve information review capabilities
Reporter: "Cloud recruitment" is getting more and more popular. Zhilian Recruitment ’s “Spring Weekly Competition Weekly Report” released on March 9 showed that compared with the previous week, the number of job offers for companies rose by 17.82% month-on-month, and the number of job seeker resumes posted a 39.04% growth rate. Online recruitment has broken through the space constraints, giving graduates more choices to a certain extent, but some employers have reported that this method also has shortcomings such as poor accuracy and difficulty for both recruiters to fully understand.
Zhang Liyun: Among the vast amount of information, to effectively connect employers and prospective employees, both parties need to have certain information screening capabilities. The higher the screening capability, the lower the time cost. And companies with relatively low information screening capabilities face higher time costs when recruiting online, making it difficult to meet their expectations quickly.
Therefore, first of all, we must ensure that the information submitted and published by employees and employers is true. Secondly, employers need to refine the recruitment conditions as much as possible when posting recruitment information. Job seekers can quickly find the required position when searching for keywords, and can effectively filter useless information. Thirdly, from the perspective of employer recruitment, employees must also submit personal application information as accurately as possible, including expectations of jobs, positions, and company types. The offline paper version of the resume is different from the online application requirements. We need to start from the truth and accuracy to reduce the cost of information screening and time cost.
Scope: Online recruitment does not completely replace the face-to-face recruitment link, and it is not without defects, such as the problem of untrue information. These may be inevitable in recruitment.
The online recruitment platform can adopt the following methods to improve information review: one is to collect and compare the authenticity of job seeker information through open channels; the other is to improve the integrity consciousness of both the unit and the job seeker through platform training and publicity. As the main body of market transactions, the platform must still abide by the laws and regulations in terms of information collection, and must not violate the personal privacy of workers.
Reporter: Some colleges and universities reported that the "cloud recruitment" platform currently has a single function, and the recruitment management system can only provide services such as resume storage and screening by conditions. At this stage, the entire recruitment process cannot be controlled. If the follow-up functions of the platform are open to use, higher costs will be borne, and if the system is repurchased, the cost of data migration and purchase will be higher.
Zhang Liyun: How to make the transaction model more efficient and the transaction cost lower? My suggestion has three points.
First, this industry needs to have a self-discipline mechanism and expand the scope of self-discipline. From the perspective of government supervision, in the future, all member units entering this field or engaged in related occupations must join the relevant self-regulation conventions and form contractual constraints. Once the self-discipline is violated, the industry can lower its evaluation, the relevant departments will also punish it, and the contracting party may also let it bear certain responsibilities.
Secondly, at the legal level, all organizations that provide corresponding service platforms should verify and improve all recruitment and application information. Professional inquiries should be made to employers, such as academic qualifications, majors, age, appearance characteristics, and practical background, to make the information submitted more accurate, complete, and effective. It is also necessary to guide employees to fill in their application information accurately. The platform should provide professional guidance and services to both employers and employees.
Third, the platform must accurately understand the information of both employers and employees, and realize the technology connection and information push in the massive information. For example, after screening that the employer ’s recruitment needs exactly match a certain three individuals, the platform should push the employer ’s information to the three employees, and also the applicant ’s information that meets the employer ’s needs to the employer. This will greatly reduce the cost of information screening in the online recruitment process.
Reporter: In the survey, some interviewees said that some social recruitment platforms are not well-managed, and false information is rampant. Some recruiters even require a deposit before submitting a resume. While "cloud recruitment" brings massive amounts of information, there are also hidden dangers of information inaccuracy.
On October 24 last year, the "Internet Recruitment Industry Self-Regulation Convention" organized by the Beijing Chaoyang District Market Supervision Administration and participated in by a number of Internet recruitment companies was officially released. Information and other information suspected of violating laws and regulations are blocked and deleted; necessary measures such as warnings and temporary bans are taken for accounts suspected of violating laws and regulations.
Zhang Liyun: The Internet Recruitment Industry Self-Discipline Convention is actually a self-discipline mechanism and is very valuable for purifying the market. This self-regulatory mechanism and mandatory laws at the national level can be used in a comprehensive manner to achieve market-based supervision and promote the healthy development of the market.
Scope: First, the online recruitment platform shall bear corresponding supervision responsibilities, and shall bear corresponding legal responsibilities, including civil compensation and administrative responsibility, for the loss of units or workers caused by the violation of information on the platform; The network timely monitoring mechanism, stationed network supervisors, requires that the information pages on the platform have complaint and report links. Anyone who finds that there is a problem with the information released by the platform can report to the platform and network inspector through this method.
Improve the online recruitment system
Strengthen the application of emerging technologies
Reporter: As early as the Internet entered China, the online recruitment model has been introduced, and large-scale comprehensive recruitment platforms have been launched successively, which are sought after by companies and job seekers. This epidemic has brought online recruitment into focus again. Do you think that "cloud recruitment" will become a trend in the future development of talent recruitment models?
Scope: From the perspective of the entire recruitment process, some links are suitable for online, but offline links are still necessary. Therefore, the combination of online and offline may be better.
Zhang Liyun: In the future, online recruitment may replace the traditional offline interview model and become a mainstream recruitment model.
Reporter: If "cloud recruitment" is to achieve sustainable development, does it need multiple parties to collaborate to complete the homework?
Zhang Liyun: Relevant departments should play a role in advocating or supervising development, and at the same time improve the online recruitment system.
In the future, contracting services for online recruitment are a must-have function. The current recruitment platform only serves as an intermediary. The so-called contracting service is the function of helping employers and employees sign labor contracts. Contracting services can be completed online. Both parties can also confirm and sign electronic contracts online, which is the only way for the development of online recruitment.
In general, the service platform for online recruitment must first have a sense of service, followed by the service capacity and level, and finally is supported by Internet technology. In the case of protecting the rights and interests of all parties, once the online delivery of resumes, screening, interviews, and labor contracts are signed, it is very meaningful and helpful to the development of the labor market.
Scope: "Cloud Recruitment" is just a change in recruitment methods with the support of information technology. The most important thing is to foster strengths and avoid weaknesses, and effectively meet the needs of laborers and employers.
First, in addition to the current profitable online recruitment platform, the construction of a public welfare online recruitment platform should be increased to further reduce recruitment costs; second, the application of new technologies should be increased to provide more Customized information screening technical support channels required for multi-recruitment.