Abstract: In today's society, with the rapid development and application of network technology, network recruitment is gradually becoming the main form of enterprise recruitment with its unique advantages such as wide scope, low cost and strong timeliness. However, as a new thing, online recruitment has gradually exposed its disadvantages, which increasingly affects the success rate of recruitment. This paper analyzes the factors that affect the success of online recruitment in detail, and puts forward corresponding suggestions in order to improve the success rate of online recruitment in enterprises.

Keywords:: online recruitment success rate strategy

I. Introduction

The so-called network recruitment refers to the process that the personnel department of an enterprise completes the recruitment by means of network technology (enterprise website or third-party recruitment website, etc.). ), also known as e-recruitment. Enterprises can greatly shorten the recruitment time, reduce costs and get a wider range of job seekers through online recruitment. However, as a new thing in China, online recruitment is still immature, exposing a series of problems. How to solve these problems and improve the success rate of recruitment has become the key to promote the development of online recruitment.

Second, the factors affecting the success of online recruitment analysis

1. The authenticity of online recruitment information needs to be improved. In the complicated network world, information spreads very fast, and at the same time, it will reduce the authenticity because of the flood of information. The main reasons for this phenomenon are: first, online recruitment itself is a kind of virtual recruitment, and some lawless elements use this feature to publish false information. Second, in the initial stage of online recruitment, because there was no "real-name registration system" requirement, the review mechanism and punishment mechanism of online recruitment were not perfect, and the recruiter deliberately concealed some information or deliberately filled in the wrong information, exaggerating the salary. Third, some employers publish recruitment information for a long time in order to enhance the visibility of enterprises or exaggerate the scale of enterprises, and publish a large number of recruitment information when only one person is recruited.

It is difficult to select talents. Due to the convenience of online recruitment, more and more employers and job seekers use it for recruitment or job hunting. Therefore, the information of the recruitment website is complicated, the search engine of the recruitment website is inefficient, and the screening function is not enough, which leads to that the recruiter can receive a large number of resumes, but many resumes are not needed by the recruiter, and some resumes needed by the recruiter may be missed. Therefore, recruiters need to invest a lot of manpower for manual screening in the later stage. Over time, both employers and job seekers will lose trust in recruitment websites, thus affecting the success rate of the entire online recruitment industry.

3. Online recruitment lacks two-way interaction. Through the investigation of current online recruitment websites, it is found that most domestic websites only exist as information exchange between employers and job seekers. After selecting the target resume through online recruitment, the employer will conduct a telephone invitation interview for job seekers. In fact, this is just an exchange of information between the two sides, and there is no substantive communication. It is easy for job seekers to be in a passive state. What's worse, they are not sure whether their resumes can be noticed by recruiters. For job seekers, after sending resumes, they are faced with an unknown waiting time, sometimes as long as a month, or even never get a reply, which is not as efficient as traditional recruitment and easy to miss recruitment opportunities. Therefore, this issue should attract the attention of employers.

4. The recruitment team members are unprofessional. The professionalism of the recruitment team is closely related to the success rate of recruitment. Some employers' recruiters don't have a clear understanding of the company's culture, and they don't have a deep understanding of the recruitment positions, so they can't answer the questions of job seekers correctly. Some recruiters have a bad attitude, show impatience with the questions of job seekers with more questions, and even refuse to answer some questions; Some employers organize informal interviews, unable to make a correct judgment on the strength of job seekers, but scoring job seekers according to their feelings, which leads to the low professional quality of the personnel recruited by enterprises.

Third, suggestions for successful online recruitment

1. Ensure the comprehensiveness and authenticity of online recruitment information. Online recruitment information is the basis for job seekers to understand the enterprise initially, and its importance is self-evident. A true and effective recruitment information can not only publicize the corporate culture, but also reduce the doubts of job seekers due to imperfect recruitment information and enhance their goodwill towards the enterprise. Therefore, employers should try their best to ensure the authenticity and comprehensiveness of recruitment information.

2. Improve recruitment efficiency. A large part of the popularity of online recruitment is because it can save time. If a job seeker does not receive a reply from the enterprise for a long time after submitting his resume, he is likely to turn to other enterprises to apply for a job, which will not only make the employer miss the right talents, but also make the job seeker leave an inefficient impression in the enterprise. Therefore, the employer should deal with the resume of the job seeker as soon as possible after receiving it, and give the job seeker a clear answer. Efficient online recruitment can not only improve the efficiency of enterprises, save manpower and funds for enterprises, but also make job seekers have a good impression on their enterprises and increase the success rate of online recruitment.

3. Add interactive links to the recruitment website. If there is a simple interaction between employers and job seekers in the recruitment website, employers will exclude many unnecessary job seekers in the initial screening, which will greatly reduce the workload of recruiting units, thus having more time and energy to find talents that meet the requirements of enterprises and improving the success rate of subsequent recruitment.

4. Make an effective human resources plan.

Fourth, summary.

In today's competitive society, only by constantly overcoming the difficulties in online recruitment and improving their own shortcomings can enterprises improve the success rate of online recruitment and lay a solid foundation for their own development.

refer to

[1] Zhao Qingbin, Ji Hanlin, Liu Dongbo et al. China Online Recruitment Industry: Development Status, Trends and Strategies [J]. Business Research, 20 12 (9): 43-49.

[2] Yu Dongyang. How to effectively implement online recruitment [J]. China human resources development, 20 13 (3): 42-46.

[3] Xiong Jun. Application Research of Online Recruitment [J]. Research on Science and Technology Management, 2006,26 (11):153-155.

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