Job seekers make short video resumes, and employers use short videos to recruit workers-
　　short video blessings, recruitment "motivate"

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　　Under the epidemic, offline trials became a problem, and contactless short video recruitment became a solution. At present, short video recruitment mainly focuses on positions for college graduates and blue collar groups.

　　In a short video of more than ten seconds, a kindergarten teacher showed his talents in dance, performance, painting, etc. Translation job seekers edited the "highlight moments" in multiple conference translations into segments, and art graduates described their creations The passing of a painting ... Through a short video, job applicants introduce themselves, explain their job search intentions, and wait for the "olive branch" thrown by the recruiter.

　　Under the epidemic, offline trials became a problem, and contactless short video recruitment became a solution.

　　Homemade tens of seconds resume

　　"Hello teachers, the first time I passed this form of interview, the knowledge I will try today is ..." Fu Liang dressed in formal attire, set up his mobile phone, clicked the camera button, stood in front of a white wall in the bedroom, smiling To start the lecture.

　　Fu Liang is a 2020 graduate of the School of History, Beijing Normal University. His job search intention is a history teacher. At the end of last year, he expressed his job search intention to a public school in Chongqing, but during the epidemic, he could not go to Chongqing for an interview. After several months of anxious waiting, the school said that it was temporarily unable to arrange an on-site interview, hoping that he could record a short video of a few minutes of trial lectures as a reference material for school recruitment.

　　"Since the outbreak of the New Coronary Pneumonia, many classmates and I have recorded many trial videos for job search," he told the Worker Daily.

　　At present, short video recruitment mainly focuses on positions for college graduates and blue collar groups. Many short-video recruitment platforms such as multi-faceted, on-the-job, job-recruiting, hiring, and hiring have harvested a large number of users. Many video resumes have appeared in comprehensive short-video apps such as Douyin and Kuaishou. One after another set up video resume channels.

　　Most of the short job search videos on these platforms do not exceed 1 minute, and many are only about 15 seconds or 30 seconds. Compared with traditional paper resumes, recruiters can quickly outline the first impression of job seekers through short video resumes and improve recruitment efficiency.

　　Employers take the initiative to recruit workers with short videos

　　"Hubei hot dry noodle orders have skyrocketed, and the factory has urgently recruited workers. The daily salary is 200 yuan to 300 yuan, which is settled on the same day." Recently, on Douyin, a short video of recruiting workers in coordination with the work of the workers received thousands of praises.

　　The reporter saw a lot of short videos on the app of Douyin, Kuaishou, etc., with the factory compound and the assembly line workshop as background, introducing information on recent recruitment types, application conditions, salary and treatment.

　　As the epidemic situation gradually improves, many factories are fully resuming work, stepping up production, and increasing the amount of labor. Similar short recruitment videos have received widespread attention on various platforms. "Recruiting anchors" also became a new anchor direction. Unlike the "shopping anchors" who are mainly shopping, they "grow grass" to netizens instead of commodities, but many jobs.

　　"I'm here, and I'm coming with a post! The post offered today is ..." Anchor Zhou Shumin has posted dozens of short videos in the "Job Saying" section of the multi-faceted app, with a total of 30,000 views.

　　Recruiting anchors will not only update the recruitment information of the special period, but also show the factory's epidemic prevention measures, the factory area and the canteen isolation environment in response to the concerns of job applicants.

Should promote strengths and avoid shortcomings instead of blindly following the trend

　　The reporter learned that the success rate of short video recruitment still needs to be improved.

　　Yang Jie in Handan, Hebei is a fast-acting labor intermediary. He believes that the cost of recruiting short video channels is low, but the number of talents still cannot be compared with traditional channels.

　　In March of this year, fresh graduate Gao Yiyan submitted a short video showing herself to the employer. The other party expressed satisfaction at the time, but more than a month later, neither she nor the classmates who were applying for it had waited for the result. The employer stated that as the epidemic situation improved, they still hoped to arrange an offline test as soon as possible. Gao Yiyan confessed to reporters: "Short video applications are still insecure, it is better to have a bottom-line test."

　　In this regard, Zhao Feifei, an instructor at Inner Mongolia Medical University, said: "Short video recruitment is only an auxiliary means of traditional recruitment. First of all," mix a face ", and whether the job seeker and the job match, the recruiter still needs to investigate the offline. Restrictions on the length of the video and the distance between the two parties, short videos often only show the strengths and advantages of job seekers or recruiters, but have reservations in other areas.

　　At the same time, not all jobs require "blessing" of short videos. In contrast, cultural and creative work, video editing and production work, with special emphasis on image temperament, verbal marketing public relations, and performing arts work, are more willing to receive short video resumes or works showing the personality and skills of job applicants.

　　Some human resource managers think that job applicants who make short videos will give people a "more serious and more thoughtful" feeling and will give them some "psychological points". However, some people said frankly: "Short videos are not as convenient as traditional resumes to retrieve information. There are also some troubles in reviewing or archiving."

　　Relevant people said that under the epidemic, offline trials are difficult, and short video recruitment has become a new choice, but job seekers should also consider the actual needs of their personal characteristics, job search intentions, etc., and should avoid weaknesses instead of blindly following the trend.

　　(At the request of the interviewees, the graduates in the text are all pseudonyms)

Zhang Qian