According to foreign media reports, demand in China's online recruitment market has continued to grow recently, and competition in the online recruitment market has improved. More and more employers are choosing online job ads over traditional print ads. It can be said that the quality of the online recruitment market is a barometer of the entire recruitment market. Analyzed from another perspective, it is currently the peak employment period for college students. A large number of fresh graduates are pouring into the recruitment market, and the demand for job hunting is increasing. Under the premise that online recruitment applications are widely popularized, it will inevitably lead to an increase in demand for online recruitment markets.
Under the economic crisis of 2008 and 2009, the online recruitment industry can be said to have withstood a difficult test. The outbreak of the economic crisis has pushed the global economy to the bottom, and the impact on our country's economy has also been severe. The quality of the economic situation affects the operating efficiency of the talent recruitment network. When the economic situation is good, the demand for talents is large, and companies have frequent recruitment activities, the traffic of the talent recruitment network will increase. When the economic situation is poor, the demand for talents is small, and companies If there are relatively few job search activities for recruiting talents, the traffic of the talent recruitment website will decrease. Naturally, the market share will also increase or decrease depending on the amount of traffic. Coupled with industry competition, low prices in the recruitment market, free for individual job seekers, self-built recruitment websites by large and medium-sized enterprises, and many other factors, the recruitment market in the past few years has reached its lowest point. Even the three giants in the online recruitment industry: It can be seen from the financial reports released by 51job, Zhaopin, and China Talent Network that despite the economic recovery, they did not make much profit or even loss.
However, this year, with the strong rebound of the economy, the demand for talents and employment demand are growing in both directions. The pattern of recruitment websites has been initially determined. From more than 2,000 a few years ago, there are now only 100 large-scale websites in operation. 90% of domestic recruitment websites have been eliminated in just a few years. The profit model is unclear and the recruitment effect is unclear. There is no guarantee and lack of visibility. Under the pressure of the three big mountains in the development process, recruitment websites have completed the reshuffle. At the same time, they have also completed the transformation of the focus of competition to the operation concept of recruitment results, which has brought about a certain growth recovery. According to iResearch's analysis, China's online recruitment market has survived the survival of the fittest in recent years. Due to the influx of capital and advertising wars, a large number of small and medium-sized recruitment websites have long existed in name only. In 2009, the scale of China's online recruitment market exceeded 1.2 billion yuan, and the market's three-pronged situation remains unchanged. After experiencing the reshuffle, small and medium-sized recruitment websites have turned more to segmented regional markets in order to tap more user shares.
Whether it is low-price competition or free strategy, small and medium-sized recruitment websites have no confidence to challenge the giants. Its comprehensive marketing capabilities are not worth mentioning in front of giants. How to seize the momentum of growing demand in the online recruitment market and seize market resources. As a model of county-level recruitment websites, Wujiang Talent Network ( http://www.wjjob.net/ ) is a good example of the strategy of small and medium-sized recruitment websites focusing on market segments. Positioned as a website that provides specialized recruitment services for counties and county-level cities below prefecture-level cities, focusing on the recruitment needs of Wujiang, a county-level city, Wujiang Talent Network can explore blind spots that large recruitment websites do not take into account, and do a good job in details. Online recruitment services in subdivided areas can also attract more offline users to turn to online recruitment websites. At the same time, Wujiang Talent Network also realized that with the development of county economy in my country, especially in economically developed areas such as southern Jiangsu, people's pace of life is getting faster and faster, and they may not have time to pay attention to recruitment information from the Internet. Many times They are all busy running around outdoors, and more often use their mobile phones to access the Internet to obtain information. The website has been comprehensively revised and upgraded, and the WAP version of the mobile channel (3g.wjjob.net) has been launched for the first time in China, allowing users to browse recruitment information anytime, anywhere without being restricted by time and place, allowing users to feel the convenience and speed of searching for jobs online on mobile phones, and the mobile channel It pays great attention to user experience. In addition to optimizing the web page speed to adapt to mobile phone browsing, it also creates a layout suitable for users to browse information on the small screen of mobile phones. As long as users have a website account, they can easily browse job information.
It can be said that this is a signal for small and medium-sized local recruitment websites to gradually enter the mobile market. In 2010Q2, the overall size of China's mobile Internet market reached 4.02 billion, a year-on-year increase of 7.7%. At present, large-scale recruitment websites, led by the three giants, Chengwuyou, Zhaopin, and China Talent Network, have begun to enter the mobile market. If small and medium-sized recruitment websites want to survive, they must get ahead of them and seize the regional mobile recruitment market.