In fact, the factors that affect the recruitment effect are not only the channel problem, the resume screening problem, but also the previous actions and needs. Since it is already a scarce position, it shows that the value contribution and market supply have exceeded the normal level, so we can't dig from the general website. You should observe the psychological character and social style of such talents, such as senior technical talents. Most of them have their own professional circles and industry exchanges. In terms of values, they tend to look for more valuable and challenging aspects. What touches them most is definitely people who have a deep understanding of the industry and profound professional attainments. Therefore, they rarely go to large-scale comprehensive recruitment websites to bask in themselves, but walk in their own professional circles, such as peer-to-peer QQ groups, interpersonal relationships in similar positions, that is, acquaintances, headhunters, related forums and so on. This is one of the channels for us to find scarce jobs. Recently, when I was looking for talents online, I also found a similar recruitment platform, that is, Mr. Xiao's website, vertical recruitment mode. Through the interactive communication of the forum, I found the differentiation of talents in the industry, and through online evaluation feedback, I learned the recruitment situation that needs to be understood urgently. The scarce talents and senior talents you mentioned just now have a green channel of "recommending talents", which is also in line with the interactive way of senior talents, and there are also "recommending enterprises" to help many job seekers.

Looking for a job, especially for people over 30, is as cautious as a major investment, and they will certainly know their hidden worries before making a major decision.