As the novel coronavirus continues to spread, the General Office of the Ministry of Human Resources and Social Security recently issued a notice on the management of the human resource market during the prevention and control of the novel coronavirus pneumonia, in which on-site job fairs and other activities were postponed or canceled. At the same time, it is also required to strengthen online recruitment and other online services, release job supply and demand information through short messages, wechat public accounts and the Internet, and carry out off-site services such as remote written tests, interviews and human resources training through E-mail, fax, video and other forms. To this end, enterprises have responded to the call of the government, the release of contact-free recruitment process, for the future talent reserve and school recruitment to make adequate preparation.
In order to help enterprises quickly enter the normal rhythm of online recruitment, Beisen launched No Face to Face contact-free online cloud recruitment solution based on ATS SaaS service and PaaS ecological service, covering the whole process and scene of recruitment, and helping enterprises fight the epidemic with technology.
The sudden outbreak of the epidemic makes it difficult for enterprises to attract talent resources.
From the perspective of supply side, due to the current situation of the epidemic and the instability of the environment, on the one hand, the willingness of on-the-job talent flow in social recruitment has been greatly reduced, and job-seekers waiting for employment are no longer strong job-hunting desire in a short period of time, and the job-hunting mentality and career view caused by the epidemic have undergone great changes. On the other hand, with the approaching of campus recruitment in spring, the employment demands of students with job hunting plans have been affected by the epidemic, but there has been no substantial change.
Therefore, during the epidemic, enterprises need to strengthen the independent operation of resources and realize the smooth online acquisition of human resources. To be specific, continuous employer brand independent attraction, talent recommendation based on social fission and talent resources mining in the current short-term more effective self-operation mode.
Employer brand independent attraction
From the perspective of content operation, the employer brand during the epidemic not only needs to continue the usual positioning and content promotion, but also needs to highlight the enterprise's positive response and countermeasures under the emergency. These include online alternative contact-free schemes for recruitment, safety and health management for employees, pay and leave management for returning to work, epidemic prevention matching measures for workplaces, and social responsibility enterprises supporting public welfare activities against the epidemic.
From the perspective of online chemical tools, enterprises can continuously update job information and increase the exposure of enterprise recruitment entrance through personalized recruitment official website portal, wechat recruitment official website and other online delivery channels. Spring recruitment in advance issued a series of air information and other network channels to attract candidates, to convey the pace and confidence of continuous recruitment during the epidemic period, to attract talent delivery.
Talent recommendation under social fission
The fission index of Internet social interaction continues to be amplified by telecommuting during the pandemic. For professional positions and high-end talent reserves, internal and external promotion efforts can be appropriately increased. In recent years, the overall efficiency of internal recommendation in enterprises has been growing. Employees with certain experience in a certain field often have certain contacts in professional circles. Through the interpersonal fission of internal and external recommendation systems, accurate and high-quality exposure of recruitment information can be achieved. The more reliable and accurate recommendation from the circle of acquaintances greatly reduced the difficulty of talent search during the epidemic. Through data comparison, new employees who have been in the company for half a year have more enthusiasm and effectiveness for internal recommendation. In a short period of time, HR can provide targeted coverage for these employees, and combine with the internal and external pushing platform scene of Beisen, flexibly allocate bonus + points incentive according to the stage, so as to promote stable and efficient internal promotion.
Man post matching, stock mining
At present, it is more difficult to attract new talent resources. Enterprise recruitment, especially conventional social recruitment, needs to do more accurate mining on stock resources and realize effective utilization of stock talent resources through person-post matching. Talent pool sharing in Beisen Recruitment operation platform can be synchronized to the business side, talent visualization, based on talent classification catalog and personalized label management, through AI technology accurate identification and matching, realize intelligent recommendation of people and posts, and help HR more efficiently keep track of stock talents.
Since the outbreak of the epidemic, the flow and aggregation of people have been significantly reduced, and some industries have been affected by the epidemic to some extent, and the adjustment of the affected parts and operations may continue until the end of the epidemic. In this case, through the internal recruitment platform, enterprises can digitally get through the supply and demand of internal recruitment and the recruitment process, revitalize internal resources, and rematch talents to a certain extent, which can reduce the pressure of layoffs and reduce the recruitment cost of enterprises.
A real estate group-human resources online "get"
It is understood that a diversified real estate group, after the internal recruitment system, process and digital system of long-term accumulation, refinement, based on multi-dimensional resource interconnection, independent operation, to achieve the efficient acquisition of talent online. Before this, there are many challenges in the recruitment resources of the enterprise: diversified groups, how to balance the unity and personality of the employer brand building; High quality talent acquisition; How to effectively tap the massive talent pool. Based on the recruitment operation platform of Beisen, the company has built a personalized recruitment portal + micro-official website (unified employer brand of all major industries, diversified attraction), continuous and in-depth operation of internal recommendation online, accurate mining and tracking of talent pool + label to achieve efficient acquisition of new talents online, which has increased the efficiency of internal recommendation by 35% and the contribution of talent pool by 10%. Greatly reduce the cost of human resources acquisition.
There is no winter that will not pass. We believe that the talent recruitment campaign conquered by enterprise HR in the retrograde epidemic will brew a more robust force for the recovery of enterprise operation after the spring.
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About Beisen
Beisen, an integrated talent management cloud platform, provides enterprises with integrated SaaS software and services covering the whole process of HR business, such as talent assessment, recruitment, organizational personnel, compensation, leave attendance, performance, succession, employee survey, On-boarding, etc., and meets the personalized and independent development needs of medium and large enterprises through its own PaaS platform. Every day, more than 5,000 medium and large enterprises, more than 160,000 HR employees and more than 15 million enterprise employees are using Beisen's innovative HR technology products and services. Since 2016, Beisen has ranked first in HR SaaS market share (IDC) in China for three consecutive years. For more information, please visit our website.
