网上找工作，可靠否？

 

网上找工作，可靠否？

文/王易见

   Web2.0一度在互联网上掀起了阵阵浪潮，在过去，我们讨论过web2.0的细分领域，比如博客，视频，威客等等。从产品特征来看，普遍都更贴近网民的实际需求，能让网民充分参与进来，虽然有的商业价值并未完全体现，但只要它能拉近与网民之间的距离，就是有用的服务。

 

   这让我想到了人才类网站，马上临近开校，很多毕业生要忙于找工作了，也有不少用人单位抓住这个机会抢人才，在方式上，呈现了线上线下双管齐下的模式。

线下招聘不必说，这种传统和保守的模式其优点和缺点都很突出，相比之下，网络招聘避免了时间和空间的限制，但可靠性也无法和线下招聘相提并论。按照我找工作的经验来看，网上招聘的效果甚微。比如在中华英才网或是智联招聘上发一个简历，十有八九是石沉大海；而用人单位一方也极为恼火，因为他们面对海量的信息会手足无措。

 

   这个问题看似很复杂，用Web2.0的观点来看就容易理解了。例如智联招聘，中华英才网这类网站其实是以解决信息渠道问题为主的，它的任务主要是解决信息的不对称性，让供需双方获得彼此的信息，仅仅是发布和获取信息的平台而已。这就相当于Web1.0时代的门户，传递了信息但缺乏互动，在信息的有序性上也做得不够。换言之，例如智联招聘这类网站其实只是停留在了信息服务上，对人才供求和流动贡献有限，这也是网络招聘效果不理想的原因了。

 

   人力资源的问题是个复杂的问题，要不然也不会诞生诸如美世咨询这类世界有名的咨询公司了，但招聘网站一直试图将这个问题简化，只连线搭桥就Ok了，至于是否成功我不管，后续服务也有限。按照这种方式行事，无怪招聘网站一直处于食之无肉弃之有味的鸡肋状态。

 

   解决这个问题的办法是提供打包的解决方案，实现人力资源管理和开发，这个解决方案必须包含以下几方面：

 

   一， 对人才进行深度挖掘，这个过程主要是实现人才的定位，发掘其内在价值，使得人才信息由杂乱无章变成有序组合；

 

   二， 对人才需求要做详细分析，主要是确定用人单位的价值取向，获知用人单位的用人倾向；

 

   三， 进行需求匹配，这当然需要强大的搜索功能做后盾，务必要有针对性，有目标性，有科学性的为企业搜寻出最合适的人才；

 

   四， 对人才的能力进行测评和辅导，这将大大提高网络招聘的成功率，为用人单位输送更有价值的人才。

   前三个方面属于人力资源管理，第四方面属于人力资源开发.

 

   今天，我和一个学弟讨论这个问题的时候，他告诉我除了智联招聘和中华英才网，前程无忧等之外，他还在一个百业人才网(www.baiyeJOB.com)上发布了相关信息。这个百业人才网我的确没见过，简单看了以后，觉得它并不是一个简单的基于人才信息的招聘网站，它应该具备人力资源管理和人力资源开发两方面的功能，虽然这类网站还默默无闻，不过我们有理由相信，他们的出现将提高网上找工作的成功率，将使网上找工作变得更可靠、更可行。

 强烈推荐：个人电子书广告赞助开始拍卖

 

Is it reliable to hunt for job inInternet?

 

Web2.0 has raised heavy wave in Internet. Inthe past, we have discussed the subdivision field of Web2.0, forexample blog, video and Witkey.

 

From the feature of products, most are closeto the need of net citizens. And they can bring them to join in it.Although some business value has not been entirely reflected, itcan short the distance between Internet and net citizens, so it isuseful service.

 

That reminds me of the websites who is enagedin hunt for talents. Now, many graduates are busy seeking for job.And many enterprises are taking the chance to rob talents with bothtwo ways, on line and off line.

 

No words for recruiting off line, the mode istraditional and conservative, both the short point and strong pointare prominent. But it overcomes the limit of time and space, so thereliability can’t be as good as recruiting off line. According tomy experience, the result of recruiting on line is just so little.For example if you published your resume in Chinahr, the mostpossible result is no result. How about the enterprises? They haveno idea to do with massive of messages.

 

Is is complicated? Of course not, if you thinkover it from the point of Web2.0 it will be easy. Most websites arededicated to construct the channel of information. The main task isbalance the information. But it is lack of interactivity. So, forexample ZhaoPin and Chinahr, they are just information service andcontribute little to the supply and demand of talents. That’s whythe effect is not so perfect.

 

It is a complicated problem for humanresources management. But if the way is not suitable, therecruiting websites can’t be achieving.

 

You can provide one resolve proposal to solvethe problem. It should include such aspects:

 

Excavate the value of talents. The process isto locate the value of talents and exploit it. It can arrange theinformation of talents.

 

Analyze the need of talents, make sure thevalue-orientation of enterprise.

 

You can use search engine to match the provideand need. Then you can seek for the most suitabletalents.

 

Tast the level of talents, which will raisethe successful rate of Internet recruiting and provide more talentsfor employing unit.

The primary three aspects is management andthe forth aspect is development.

 

Today, I got to know one new websites named“baiyejob.com”. I feel that it is not one website which is justengaged in the information of talents, but also are equipped withthe function of management and development of human resources. Ibelieve it can make it more available to seek for job inInternet.

 

 

------------------------------
本文作者王易见，转载请通告，欢迎合作
联系方式：
QQ 543415188
MSN [e-mail] 
Email：[e-mail]