1, with a large amount of information
The Internet has always been regarded as a massive information platform with large information capacity, fast update and convenient use. It is understood that some well-known recruitment websites can publish tens of thousands of effective job information every day. Coupled with some well-known brand recruitment websites, job information is often updated. For job seekers, you can not only see the recruitment information of dozens or even hundreds of employers at the same time, but also see the latest positions to be recruited at any time.
2. Economical and practical
Employers have low costs, and job seekers save money. For job seekers, visiting online job fairs can save a lot of money by saving transportation expenses and making resumes. It is very convenient and quick to submit your resume online, and you can even vote for multiple companies and positions at one time. And now the cost of surfing the Internet is very low, so job seekers can avoid the pain of running around, which can be described as saving time and effort.
3, fast and convenient
Recruiters don't have to go to job fairs, and job seekers can easily apply without leaving home. After job seekers enter their resumes on the website, they can be browsed by employers. The right job opportunities may come to you at any time. Being able to break through the limitations of time and space is a prominent advantage of online recruitment, and job seekers and employers in different regions can communicate information through this platform. This is also the main reason for the rise of various cross-regional online job fairs.
How to operate and develop recruitment websites
1, initial stage of the website: do a good job in the construction of basic content.
It is very important to start the recruitment website, because it is related to the future development direction of the website. First of all, we should do a complete local market survey, including the industry division of our recruitment websites, the analysis of rival websites in the same industry, the shortcomings of local online recruitment websites, the advantages of our own websites and so on. Then make corresponding direction adjustment according to your own analysis data, although our site can constantly find problems and make adjustments in the later operation. But under the present circumstances, a good beginning is half the battle.
2. Early stage of website operation: talent information base construction and SEO.
Our recruitment website is ready, so we don't need to talk to the company right away. No enterprise will like a website with superficial articles and no content. In the eyes of enterprises, your value as a recruitment website lies in whether you have a talent pool. Therefore, for recruitment websites, the first step is to constantly fill in their own talent information. Since there may not be any online brands on our website at first, we can cooperate with local community forums to carry out cooperation between websites. In addition, we can also cooperate with local universities to collect more talent information.
Seo should also start a few days before the website. Since the search engine optimization process takes some time, try not to delay it. When we put keywords such as "XX Recruitment Network" and "XX Talent Information Network", online brands can gradually accumulate. At that time, it will not be difficult to persuade talents to submit resumes and persuade enterprises to release information.
3. Site development period: expanding local influence and integrating human resources.
After the initial stage and the initial stage of operation, your site will develop to some extent, but you will soon find that the development has reached a bottleneck. This problem is mainly because: the users who enter our website through search engines may be people who know more about the network, mainly young people, white-collar workers and so on. However, in some other industries, such as babysitting and Yue Yue, there are not many skilled workers and there is a great demand. Another reason is that your site is limited to online influence, and few local enterprises or talents know it, which will easily make our recruitment network enter the bottleneck of development.
So when our recruitment website has a certain brand online, we will go offline. If you have some capital investment, we can choose bus advertisements or leaflets to let more talents and employers see our information.
4. Recruitment website maturity: expand offline recruitment activities and enhance online brand image.
Although our website is an online recruitment website, the website mainly serves offline, and it will eventually go offline. In this regard, we can start some recruitment activities. On the one hand, these recruitment activities will greatly enhance the popularity of the website, on the other hand, they can also expand the number of talents in our talent pool. Of course, holding a job fair does not mean just doing it. Our site must first go through the above-mentioned mature precipitation and accumulate enough resources to successfully hold job fairs. Of course, holding a job fair does not mean that we can succeed alone. We need to cooperate with local schools and talent agencies to make the job fair go smoothly.