Lu, vice president of products with a senior human resources consulting background, believes that the cooperation between Monster and has not only obtained huge funds, but also greatly improved the cash flow, and gained a sharp weapon that is urgently needed to accelerate market expansion and "race the land"-the innovation and level improvement of products and services. This also makes chinahr. com. Com has the capital and strength to compete with its main competitors after listing.
After Monster Company injected capital, ChinaHR.com adjusted its concept, technology, products and service mode, and began to approach the international advanced level.
Before the cooperation with Monster, compared with the recruitment of professional newspapers and Zhaopin in 23 cities and 65,438+00 cities nationwide, ChinaHR.com was always limited by a single business model. On May 6th, 2005, with the support of Monster Company, ChinaHR.com and Sina.com jointly founded Sina Recruitment Channel. After reaching a strategic cooperation with Sina, the largest online media in China, a new model of cooperative development of online recruitment industry was created. ChinaHR. com. Com has completed the nationwide business layout.
In the past, domestic recruitment websites overemphasized expansion, and technical reserves were always insufficient. In fact, before the new edition of Looking for a Job was revised, ChinaHR.com. Com, like other job-seeking websites in China, lacks search technology and pays insufficient attention to the experience of job seekers. Lu believes that Monster's investment has brought conditions that enable him to find excellent product teams, and at the same time, under the guidance of specific forward-looking product technology strategies, he can achieve the overall goal of improving job seekers' job search effect and enterprise recruitment effect.
It is understood that ChinaHR.com has launched a new job search-the new version of "Looking for a Job", which draws on many successful experiences of Monster and its global website operation mode. These experiences will be used for the subsequent revision of the website of ChinaHR.
ChinaHR.com's two vice presidents agreed that Monster's successful experience in providing solutions for recruiting enterprises and individual job seekers around the world can help ChinaHR.com avoid many detours. It is understood that at present, the two websites are working hard to quickly connect their talent pool, job pool, functions and system architecture, thus helping ChinaHR.com to build a broader international platform for job seekers and recruitment enterprises.
Pay attention to the experience of job seekers
In fact, it is a very complicated process for job seekers to find jobs through websites: obtaining a list of positions through search; Send your resume as you wish, and then go for an interview. In the process of job hunting, if any link makes the job seeker inconvenient and dissatisfied, the job seeker's job search result will be affected and he may miss a suitable job.
"A recruitment website can make money from manufacturers who publish job advertisements. The ultimate guarantee of our interests comes from the experience of job seekers and from their ability to find jobs on our website. " Yang Hai told reporters that recruitment companies publish job advertisements online, which is similar to newspaper advertisements, but the advantage of the Internet is that it can reach every ordinary job seeker quickly and without restrictions.
It is understood that if a job seeker does not receive a resume on the job search website, he will feel depressed. Yang Hai said, "A typical search is generally divided into three steps: search, discovery and acquisition, which is also a very typical experience of a job seeker. The focus of the new version of' Looking for a Job' is to improve the experience of job seekers, improve the efficiency of job seekers and find jobs with high matching. We also improved the job classification and improved the exposure and accuracy of the search. "
Lu said: "In this R&D process, employees in the product department all positioned themselves as job seekers, and also made use of the strength of the company's talent research center. From the perspective of finding job seekers, satisfaction is the standard, and every detail strives for improvement. "