The three giants in the domestic recruitment industry: 500000, Zhilian Recruitment, and BOSS Zhipin. The first two were listed in the morning. The giant "upstart" - BOSS Zhipin was reported by the media to be officially listed in the United States this year. Goldman Sachs and UBS have been selected. As the co-lead underwriter to arrange the IPO for it, the fundraising scale is expected to be about 300 million US dollars.
In 2018, with the help of a World Cup hot BOSS direct employment, it jumped into people's eyes. According to data released by mobile data service provider TalkingData, from May to October 2020, the average number of daily active users directly employed by BOSS was about 2.8 million, with an average year-on-year increase of more than 80%.
In addition to successful marketing, BOSS Zhipin is proud of the "direct recruitment" model. It has been seven years since the company established BOSS Zhipin in 2014. From the original accumulation of funds to the current direction adjustment, whether BOSS Zhipin, who wants to go public in the United States by virtue of the "direct recruitment" model, can sing along and survive these seven years. What about the "itch" of the year?
01 "Direct recruitment" entered the recruitment track, but it may be a false proposition
1. Cheng Yu "direct employment"
In the start-up stage of BOSS Direct Employment, BOSS Direct Employment created a unique MDD model, namely Mobile+Data+Direct Employment (Mobile + Data + Direct Employment). Relying on the precise matching of APP's big data technology, candidates can communicate directly with the boss. The user has gone from being a passive candidate in the past to an active consultant.
To be a "TO B" industry, due to the rigid needs of recruitment, the consumption frequency and stickiness are higher than those of recruiters, and the advantage of the MDD model is that it can help the boss and department supervisor to grasp the information from the source, and choose suitable Job seekers who need their own needs, so as to eliminate the troubles caused by HR due to unclear needs.
This MDD direct chat mode is also in line with the characteristics of contemporary young people's job search. According to the talking data "2020 College Graduates Job Search Research Report" , 57.9% of college graduates hope to connect with the direct leaders of the business department when using the job search platform. , they expect to have direct dialogue with business contacts, 69.1% of college graduates believe that prior communication with people in business departments will help increase the chance of successful interviews.
Indeed, in the initial stage, BOSS direct recruitment can quickly seize the user bonus of PC by virtue of the differentiation of the model, and satisfy the mentality of recruiters who want to "negotiate" directly with the boss. In the early days, the MDD model was a feature of BOSS's development and growth, but the development of the MDD model also hampered its development for a few years.
2. Worry about "direct employment"
"Direct hiring" is simply a job seeker and a direct conversation. For small and medium-sized enterprises, BOSS may have time to screen every job applicant one by one, but with the continuous development of the company, this kind of direct hiring Will no longer work for big companies.
In a sense, the mode of direct chat is an innovation to the traditional theory of social division of labor, but there are often many difficulties in practical operation.
On the one hand, business owners lack enough energy to communicate directly with many job seekers. For small and medium-sized enterprises, the boss may spend time reviewing them one by one, but with the development of the company, the so-called BOSS has become a country email list logged-in BOSS. HR of the account.
On the other hand, job seekers cannot avoid information harassment caused by mismatches with corporate information. The low-threshold communication brought by the "direct recruitment" model also brings about the flood of information, which makes business owners and job seekers tired to deal with it. Faced with a large number of recruiters' data, the platform has become a resume collector. This may affect the differentiation advantage of BOSS direct employment.
When BOSS direct employment excludes collective procurement and large enterprises with high user thresholds, the B-side of BOSS direct employment will only be left with small and medium-sized enterprises, which means that BOOS direct employment may lose high-end talents, which will be lost in future market competition. Faced with limited user growth.