Straighten the camera, put on light makeup, choose the background wall, and put on a suit ... Hao Yun officially met with the five interviewers in front of the screen at 2 pm on May 7 and experienced the "video group face" for the first time .
Hao Yun is a 2020 graduate of a college in Beijing. At this time in the past years, many recent graduates and social job seekers are frequently going to and from major recruitment fairs, submitting resumes, participating in written tests and interviews. This year, in order to prevent and control the epidemic, various job fairs have been changed to online, "cloud recruitment" has become the most popular new job search model this year.
Whether for job seekers or employers, "cloud recruitment" is a new experience. So, how exactly does "cloud recruitment" work? What is its actual effect? What kind of trend will future development face?
Simpler process
Interview signing on "cloud"
Li Xiang is a fresh graduate of a college in Wuhan. His "cloud recruitment" journey began at the end of February.
In late February, Li Xiangzheng was worried about graduation thesis, internship practice and job search, "worried that he could not find a job because of the epidemic." At this time, in the college's employment group, the counselor sent a message: "The Employment Guidance and Service Center will join the Zhilian recruitment, and an air double election will be held on March 6th at 9 a.m. After the students register and register and complete their resumes, You can browse the company's recruitment information and deliver your resume. "
Seeing that there were companies that he liked in the dual election meeting, Li Xiang immediately signed up. What surprises Li Xiang is, "Enter your professional and interested industries in the software, and the software will automatically push relevant enterprise information."
"I am interested in construction-related companies, and the software helped me screen companies such as China Construction Third Bureau, China Construction Seventh Bureau, China Construction Eighth Bureau, and China Communications Second Aviation Corporation," Li Xiang said. "After signing up, I uploaded my resume to these companies at that time. After that, most of these companies contacted me for the interview. "
"Cloud Interview" is another core element of "Cloud Recruitment" in addition to "Cloud Double Selection", which transforms traditional on-site interviews into the cloud, and enables "separate dialogue" between job applicants and recruiters through telephone and video.
At 2:30 in the afternoon on March 9, Li Xiang wore a simple sweater, put on a layer of cotton jacket, and sat down quietly in his home in Wuhan. At this time, the reminder ringtone of the QQ video should sound at the right time. Li Xiang raised his mobile phone and swiped his finger across the screen to start his seventh video interview.
"Please do a simple self-introduction." The interviewer asked at the end of the screen. Li Xiang took out the ideas he had sorted out on the paper in advance, adjusted the collar, and gave an answer. After that, in about 1 hour, Li Xiang and the interviewer exchanged information about the company, the specific information of recruitment positions, career planning, professional knowledge and skills, personal personality advantages and disadvantages, and company salary and other information.
Because he had accumulated some experience in the early stage, he was already “light and familiar with the car during the interview.” About 3 days after the interview, Li Xiang received a message from the company ’s HR (personnel department): “The interview passed!”
So, Li Xiang's "cloud recruitment" came to the last level: "cloud signing." HR initiated an invitation on the employment system, and Li Xiang clicked "Agree" to complete the signing of the preliminary employment agreement. The one-click signing system allows both job seekers and companies to save time and cost. Li Xiang said with satisfaction: "It's quite fast and very efficient." So far, Li Xiang's job search journey has been successfully completed in the cloud.
Stable recruitment and guarantee employment. Recently, various colleges and universities around the world have made every effort to help graduates in 2020 successfully find employment. Li Xiang is just one of the epitomes.
In March, the Ministry of Human Resources and Social Affairs and relevant parties launched the “One-Day Ten Thousand-Day Online Recruitment Campaign” special action to build online recruitment activities by building a nationally unified and multi-party online recruitment platform. The action specifically established a group recruitment area, a key area area and a special industry area. Recruitment sessions for permanent college graduates, migrant workers, urban unemployed people, poor labor force, and Beijing-Tianjin-Hebei, Yangtze River Delta, Guangdong-Hong Kong-Macao Greater Bay Area.
At the beginning of the spring semester this year, Peking University officially launched the online publicity conference and online dual-selection system. As of April 23, 7 online dual-selection meetings have been held, with an average of nearly 200 companies participating in each session. Over 55 "air lectures".
"According to the survey, the students' feedback is good." Zhang Yong, deputy director of the Peking University Student Employment Guidance Service Center, told the newspaper that as of April 16, through online double-selection meetings, Peking University students submitted a total of 12,000 resumes and used the video interview function 3500 More people. In addition, from February 17 to April 16, Peking University Employment Center released more than 3,800 pieces of employer information through the Employment Information Network and Peking University Employment WeChat public account.
The thirsty and thirsty companies are also constantly trying new tricks of "cloud recruitment". On the afternoon of April 10, Huangpu District and Guangzhou Development Zone of Guangzhou City launched the nation's first special "cloud recruitment" event for the biopharmaceutical industry. At the opening of the live broadcast that day, the heads of the participating companies turned into "recruiting anchors" and led online job seekers to "visit" the corporate environment through PPT presentations and promotional videos, detailing job requirements, salary and benefits, and development prospects. information. On May 3, the 2020 Guangzhou Huangpu "State-owned Enterprise Iron Army" "Cloud Recruitment" special event was launched. Participating companies included Huangpu District, Guangzhou Development Zone, 9 district-level state-owned enterprises and 28 subordinate wholly-owned enterprises and holding companies. 76 recruitment positions were recruited and selected, with nearly 200 people recruited.
"Compared with traditional recruitment, the entire process of online recruitment is simple, and because of the interview with mobile video, it feels easier than the offline form, and basically did not encounter much difficulty during the entire recruitment period." Li Xiang said.
The data is more detailed
Breaking the three major difficulties in job search
How to go to the major job fairs? How to find a position suitable for you? What if I want to communicate further with the company?
Whenever looking for a job, many people have to go through such "three questions of the soul", and this year is no exception. However, with the help of "big data + cloud", these three problems have new solutions.
As early as the end of February, the Ministry of Education ’s College Student Employment Network will work with graduates ’employment networks across the country to work together with Careerless Careers, Zhilian Recruitment, BOSS Direct Recruitment, China Talent Network, and Hunting Recruitment Network to carry out joint national network recruitment of college graduates in 2020-24365 Campus recruitment service activities provide college graduates with online campus recruitment services 24 hours a day, 365 days a year.
Compared with offline job fairs, "cloud recruitment" is not subject to time constraints. Job seekers can click any time to enter the job fairs they are interested in, and directly submit resumes by scanning QR codes or platform channels. Some companies also have a replay function in the briefing sessions, job seekers can more easily get information about the company.
"Online job fairs give job seekers more choices," Liu Wenbin, deputy director of the Employment Guidance Center of Wuhan University, told the newspaper. "In the peak recruitment period in the past, six or seven companies will enter the campus one afternoon or evening to preach People will inevitably have a lack of doppelgangers, but on the Internet, it is not a problem to take into account multiple publicity conferences and job fairs. "
In addition to time constraints, how to find suitable positions in nearly 1,000 companies at traditional job fairs is also a headache for job seekers. Now, the "big data" of "cloud recruitment" provides the answer.
As Li Xiang said, "the software will automatically push relevant enterprise information", and Liu Ri, editor-in-chief of Beijing Taoyou Tianxia Technology Development Co., Ltd. (Maimai), who participated in co-organizing a number of "cloud recruitment" activities, said: "'Cloud recruitment' "Thousands of people" can be displayed through technical means. The recruitment platform can carry out label management based on user resumes to achieve stratification and grouping of talents and match to suitable positions. "
In "cloud recruitment", the organizer can establish a big data platform to clearly understand the needs of enterprises in the industry and the needs of job seekers of different ages and stages. Through big data, the system can match the job description filled by the employer with the scientific analysis of job search information. "Not only can job seekers understand the company that suits them in advance, but also companies can understand the job identities of job seekers through the dynamic talent database. Solve the problem of asymmetric information at both ends, improve the accuracy and success rate of job search and recruitment. "Liu Ri said.
Liu Ri gave an example: the HR of a domestic tool software company will search for target candidates at 10 am every day, use "target company, position, skill" and so on as key tags for combination screening, and sort by "new activity", will Candidates are divided into different levels and reached in different ways. In the end, the phone connection rate of this company reached more than 72%.
In the face of "cloud recruitment", some job applicants raised doubts such as "unlike face-to-face conversation" and "lack of realism". There are also "due to lack of body language and mental appearance, employers and students cannot conduct more in-depth interactive communication." "Question. So, how does "cloud recruitment" break the "difficult interaction" problem?
"Optimize the dual-selection function module to make it more perfect and humanized." Zhang Yong believes that in the face of the problem of in-depth online interaction, the interview function can be improved through the improvement of software functions.
For example, Zhang Yong said that during the online bi-selection meeting, interaction can be conducted by asking questions and consulting in the form of text, barrage, and Lianmai; in addition, Peking University launched the "knock knocking action", in which the counselor is responsible for docking the employer With the intention to employ students, in the form of WeChat group, continue to answer questions after the lecture to further enhance exchanges.
The scene is richer
"Cloud recruitment" has more room
"In the future, online interviews will become a more common form of interviews." Liu Wenbin analyzed that the sudden outbreak objectively forced companies to move recruitment to the cloud. "Companies and individuals need to adapt to this new trend and make adequate preparations."
For job seekers, "cloud recruitment" does not require job seekers to arrive at the scene, saving a lot of time costs, transportation costs and interview costs. For employers, "cloud recruitment" can reduce management costs, has the functions of centralized information collation and processing, and has great potential.
Yuan Zhitian, a professor at the Party School of the Jiangsu Provincial Party Committee, said: "With the increasing use of 'cloud recruitment', more data resources will also be presented in the cloud, providing companies with information identification, verification, and job seekers' use of information to expand career selection. Bring convenience. "
Of course, at present, "cloud recruitment" still has some technical pain points that need to be resolved. For example, the delay is stuck, the call is not smooth in the weak network state, and the written interview scenes are not rich enough.
“The“ Cloud Recruitment ”system will be further optimized and upgraded,” said the person in charge of Laiye Technology Company. On the one hand, the platform will record various information such as employee interviews, onboarding, and year-end assessment, to achieve integrated and efficient management of talents, and another In terms of aspects, the platform can perform real-time analysis on recruitment performance. Recruitment completion and resume conversion rate can all help HR generate automatically.
Zhang Yong believes that the technical advantages of the online double elections need to be dialectically viewed. At present, focusing on the goal of more accurate online double elections, Peking University Employment Center will invite employers to meet the needs of students, and optimize the function modules of the double elections to make it more complete and easy to use.
In terms of user experience, Lai Ye Technology Company said that it will add a code editing platform and multi-person interviews to the video based on the technology, so that the interviewer can further investigate the quality of the job applicant.
At present, in addition to video interviews, there are also AI interviews and VR interviews. In the AI interview, the interviewer changed from a person to an AI robot. The AI robot can initially assess and automatically analyze the interviewee's tone, words, and facial expressions.
Zhang Weifu, a professor at Nanjing University of Finance and Economics, believes that in the long run, online services, online cloud office and cloud platform cooperative R & D will become one of the trends.
In this regard, Li Xiang, who has successfully applied for a job, said, "Our classmates must also act positively, believe in their abilities, and believe in their schools, and be brave to try and create the future through innovation."
Ye Xiaonan Zhu Runhua