Offline to online, what is the effect of ＂cloud recruitment＂ from the sky？
Affected by the epidemic, the recruitment of most employers changed from offline to online reporter survey.
What is the effect of "cloud recruitment" from the sky?
● During the epidemic prevention and control period, "cloud recruitment" avoids crowd gathering, improves the speed and breadth of information dissemination, can instantly match and connect the needs of both recruiters, and the overall cost of recruitment is lower.
● "Cloud recruitment" also has some problems. Although the screening of general information can be improved through program setting, some personal characteristics information of job seekers will be lost, which is very important in some positions. Moreover, the setting of standard information in resume screening may amplify the harm of some discriminatory requirements.
● "Cloud recruitment" is only a change in recruitment methods supported by information technology. The most important thing is to foster strengths and avoid weaknesses, and effectively meet the needs of workers and employers.
Multi-party cooperation promotes the sustainable development of "cloud recruitment"
Interlocutor
Zhang Liyun, Associate Professor, School of Law, China Institute of Labor Relations
Fan Wei, Vice President of capital university of economics and business Institute of Labor Economics
"Legal Daily" reporter Zhao Li
The platform assumes the responsibility of supervision.
Improve the ability of information review
Reporter: "Cloud recruitment" is getting more and more prosperous. According to the "Spring Job Competition Weekly" released by Zhaopin on March 9, compared with the previous week, the number of recruitment positions in enterprises increased by 17.82% month-on-month, and the growth rate of resume delivery of job seekers was 39.04% month-on-month. Online recruitment breaks through the space limitation and gives graduates more choices to some extent. However, some employers report that this method also has some shortcomings, such as poor accuracy and difficulty for both recruiters to fully understand.
Zhang Liyun: In the vast amount of information, in order to realize the effective docking between employers and prospective employees, both parties need to have certain information screening ability. The higher the screening ability, the lower the time cost. However, enterprises with relatively low information screening ability will face higher time cost when recruiting online, and it is difficult to reach their expectations quickly.
Therefore, first of all, it is necessary to ensure that the information submitted and published by employees and employers is true. Secondly, when employers publish recruitment information, they should refine the recruitment conditions as much as possible, so that job seekers can find the positions they need faster when searching for keywords, and can also effectively filter out useless information. Thirdly, from the perspective of employer recruitment, employees should also submit their personal application information as accurately as possible, including their expectations of work, position and company type. The offline paper version of the resume is different from the online application requirements. We need to proceed from truthfulness and accuracy to reduce the cost of information screening and time cost.
Scope: Online recruitment can not completely replace face-to-face recruitment, and it is not without defects, such as untrue information, which may be inevitable in recruitment.
The online recruitment platform can improve information review in the following ways: first, collect and compare the authenticity of job seekers’ information through open channels; Second, through the training and publicity of the platform, improve the integrity awareness of both units and job seekers. As the main body of market transactions, the platform must still abide by the laws and regulations in information collection, and must not infringe upon the personal privacy of workers.
Reporter: Some interviewed universities also reported that the current "cloud recruitment" platform has a single function, and the recruitment management system can only provide services such as resume storage and conditional screening, and it is impossible to control the whole recruitment process at this stage. If the follow-up functions of the platform are opened, it will cost a lot, and if the system is purchased again, the data migration and purchase costs will be higher.
Zhang Liyun: How to make the trading mode more efficient and the transaction cost lower? My suggestion has three points.
First, this industry needs to have a self-discipline mechanism and expand the scope of self-discipline. From the perspective of government supervision, in the future, all member units that enter this field or engage in related occupations must join relevant self-discipline conventions and form contractual constraints. Once it violates the rules of self-discipline, the industry can lower its evaluation, the relevant departments will also punish it, and the contracting party may also let it bear certain responsibilities.
Second, at the legal level, all organizations that provide the above-mentioned service platforms should verify and improve all recruitment and application information. It is necessary to ask the employer professionally, such as education, major, age, appearance characteristics, practical background and other requirements, so as to make the information submitted more accurate, complete and effective. Employees should also be instructed to fill in their application information accurately. The platform should provide professional guidance and services to both employers and employees.
Third, the platform should accurately understand the information of both employers and employees, and realize technology docking and information push in massive information. For example, after screening, it is considered that the employer’s recruitment needs are just in line with a certain three people, so the platform will push the employer’s information to these three employees, and it can also push the applicant information that meets the employer’s needs to the employer. This will greatly reduce the cost of information screening in the online recruitment process.
Reporter: In the survey, some interviewees said that some social recruitment platforms were poorly managed and there was a flood of false information. Some recruiters even asked for a deposit before submitting their resumes. While "cloud recruitment" brings massive information, there are also hidden dangers of inaccurate information.
On October 24th last year, the Convention on Self-discipline of Internet Recruitment Industry, which was organized by Beijing Chaoyang District Market Supervision Administration and jointly formulated by many Internet recruitment enterprises, was officially released, clarifying that recruitment information should be monitored and screened in real time, and false advertisements, false information and other information suspected of violating laws and regulations should be blocked and deleted; Take necessary measures such as warning and temporary ban on accounts suspected of violating laws and regulations.
Zhang Liyun: The Convention on Self-discipline of Internet Recruitment Industry is actually a self-discipline mechanism, which is very valuable for purifying the market. This self-discipline mechanism and mandatory laws at the national level can be comprehensively applied to realize market-oriented supervision and promote the healthy development of the market.
Scope: First, the online recruitment platform should bear corresponding supervision responsibilities, and should bear corresponding legal responsibilities, including civil compensation and administrative responsibilities, for the losses caused by the illegal information on the platform; Second, market supervision and other departments should establish a timely network monitoring mechanism, send network inspectors, and require the information page on the platform to have complaints and reporting links. Anyone who finds that there is a problem with the information released by the platform can report to the platform and network inspectors in this way.
Improve the online recruitment system
Strengthen the application of emerging technologies
Reporter: As early as the Internet entered China, the online recruitment model was introduced, and large-scale comprehensive recruitment platforms were launched one after another, which was sought after by enterprises and job seekers. This epidemic has made online recruitment once again the focus. Do you think "cloud recruitment" will become a trend in the development of talent recruitment mode in the future?
Scope: From the whole recruitment process, some links are suitable for online, but offline links are still necessary. Therefore, the combination of online and offline may be better.
Zhang Liyun: In the future, online recruitment may replace the traditional offline interview mode and become a mainstream recruitment mode.
Reporter: To achieve sustainable development, does "cloud recruitment" still need multi-party cooperation to make up the homework?
Zhang Liyun: Relevant departments should play the role of advocating or urging development, and improve the online recruitment system.
In the future, the contracting service of online recruitment is a necessary function. The current recruitment platform only plays an intermediary role. The so-called contracting service is the function of helping employers and employees sign labor contracts. The contracting service can be completely completed online. Both parties can also confirm and sign electronic contracts online, which is the only way for the development of online recruitment.
Generally speaking, the service platform of online recruitment should have the awareness of service first, then the ability and level of service, and finally it should be supported by Internet technology. In the case of protecting the rights and interests of all parties, once the online delivery of resumes, screening, interviews and signing of labor contracts are realized, it is very meaningful and helpful for the development of the labor market.
Scope: "Cloud recruitment" is only a change in recruitment methods supported by information technology. The most important thing is to foster strengths and avoid weaknesses, and effectively meet the needs of workers and employers.
First, in addition to the current for-profit online recruitment platform, we should increase the construction of public welfare online recruitment platform to further reduce recruitment costs; The second is to increase the application of new technologies, and provide more customized information screening technical support channels for recruitment on the basis of screening general information.