Image source @ Visual China
Wen | Shang Cain Society, author | Night Sailing Ship, edited | Zima
Generally speaking, March and April of each year is a good window period for recruitment and job hopping, which is called "gold three silver four".
Major online recruitment platforms have launched a new round of "breakout war", subway, elevator, TV began to become the zygomatic arena for recruitment platforms such as Zhaopin recruitment, Boss direct recruitment, and Liepin, and everyone competed to bet on omni-channel advertising space.
This year's "Gold, Silver and Silver Four" has two very different phenomena:
On the one hand, the Internet industry's employment tightening and even layoffs, since mid-March, various gossip about "layoffs in large factories" has emerged in an endless stream, although Internet companies have come out in time to clarify vaguely, but different degrees of layoffs are facts;
On the other hand, manufacturing and service industries are everywhere "labor shortage", and the current blue-collar workers are not limited to a single manual worker, but also emphasize skills.
This presents an often overlooked reality that blue-collar industries are, and will continue to be, the main contributors to the growth in demand for talent acquisition.
If so, it is clear that the major mainstream recruitment platforms that take "algorithm + intelligent recommendation" as the standard of entry and increasingly fall into homogeneous competition are not grounded enough, and neither the contact of recruiters nor candidates is sinking enough.
The 58 cities that are widely reached by blue-collar groups are too wide to take into account the flow and quality.
At this time, with the high penetration of the sinking market, Kuaishou launched the function of "quick recruitment" in some live broadcast rooms, positioning blue-collar recruitment, making the competition between recruitment platforms more and more intense.
In the increasingly homogeneous recruitment market, blue-collar recruitment has suddenly become a role in picking up beams due to the adjustment of policies and demographic structure, and has transformed into a very good blue ocean market. Can the major recruitment platforms that seize the dividends of different eras seize this opportunity?
Veteran players
It is another year of "gold, silver and four" recruitment new job-hopping season.
Subways, elevators, bus platforms are full of advertisements from mainstream recruitment platforms, with high saturation color blocks, huge fonts, simple and rude to tease the nerves of passers-by.
At a time when job search sites are not emerging and TV recruitment is still silent, the traditional talent market is an excellent platform to match the supply and demand of enterprises and job seekers. In 1994, Shenyang Talent Market in China was the first national regional talent market jointly established by the Ministry of Personnel and the Shenyang Municipal Government.
Out of trust in the endorsement of the government, the talent market that has sprung up in Shenyang and other places has not lacked eager job seekers as soon as it opened. Every talent market is a similar scenario – job seekers are lined up and recruiters collect resumes in sacks.
After seeing many news cases of being extorted by illegal intermediaries for introduction fees or cheated into engaging in pyramid schemes, job seekers have identified a theory - serious units have the right to pick and choose job seekers, and crooked companies will warmly welcome job seekers as "talents".
However, in the past few years, with the rise of the portal, the just need for job hunting has also followed the wave of online. This has the earliest batch of recruitment websites in China born in 1997 - China Talents Network, Zhaopin Recruitment, Ande-15, etc.
It was the third year that China had just accessed the Internet, and it was the golden age of domestic Internet development. Recruitment websites have taken advantage of this to rapidly expand with the advantages of massive information, no time limits and low costs – the cost of online recruitment in China is about one-fifth of the cost of offline recruitment. There are still thousands of job search websites, and dozens of them have been in operation for more than 10 years.
China Talents Network, Zhaopin Recruitment and Future-free, are the first batch of players on this track to eat crabs, and once had unlimited scenery.
Time flies, now the China Talent Network has long been off the stage of history, Zhaopin recruitment and future worry-free are still active in today's recruitment season, but the opponent has changed a stubble, in the face of the high BOSS direct recruitment, Liepin and other emerging recruitment software, the old players somewhat cheap and old feeling of powerlessness.
Recruitment platforms are a barometer of social development. Over the years, the track runners I have appeared on the stage have been an interesting observation perspective, enough to glimpse the way the torrent of the development of the times is rolling forward.
Go high and go low
High and low, the biggest ups and downs among the players on this track is the China Talents Network.
Before 2008, China Talents Network and 51job and Zhaopin recruitment were ridiculed by people in the industry as the "Three Kingdoms Era". The three giants have online the recruitment section of the newspaper, taking the lead in opening the era of resume portals in China. The restriction "in the country" is very important, because the products and models of the three companies are the same, they are all disciples of Monster, depending on who advertises more loudly.
Monster is the world's largest professional recruitment website and recruitment service provider, providing a full range of global recruitment solutions consisting of recruitment agencies, online recruitment, headhunting services and recruitment yellow pages advertising. Its profit model is to use the network to build an information platform for recruiters and job seekers, job seekers to send resumes to the platform, and enterprises to download resumes or buy advertising space to the platform.
At that time, it was still a time to copy the American experience, as long as "Copy to China" could win the full house. At special time nodes, the efficiency of this model far exceeds that of the offline talent market.
In 2003, the first batch of graduates from Chinese universities began to expand their enrollment into the job market, triggering an unprecedented demand for jobs. At the same time, since China's accession to the WTO in 2000, the economy has developed rapidly, and the vigorous employment demand of private enterprises has surged. The supply side and the demand side are ready, and the rest is almost job hunting and recruiting concepts.
The traditional recruitment habits quickly collapsed under the aggressive attack of the large-scale advertising and sales of the recruitment website.
Many people should remember the popular "Win in China", this national business war reality show added to how many people talked about after tea, that is, the registration system and professional evaluation provided by the China Talents Network. At the same time, China Talents Network also sponsored the CCTV popular program " I Love the World Cup" to the fullest. Not to be outdone, Zhaopin has cooperated with CCTV on another popular recruitment program,"Absolute Challenge."
In 2006, three agencies fought the top of the Forbidden Purple In advertising. Hundreds of millions of dollars of budgets are spent on the vast expanse of television and outdoor billboards, raging on public perception. Even if he insists on not burning money with his peers, he has no worries about the future, and privately spends up to 200 million yuan on advertising promotion.
Near-tailor-made TV exposures and ubiquitous channel ads quickly occupied the C-end highlands, attracting many highly educated potential users who were quite familiar with the Internet to join the ranks of online resume delivery.
On the other hand, the sales staff of 51jobs sweep the building every day to visit customers, Zhaopin recruits 40 phone calls per day to cast a wide net, and China Talents Network is more radical under the leadership of former CEO Zhang Jianguo, believing in the "vigorous miracle" of Internet companies, requiring each sales to insist on contacting more than 80 enterprises every day and quickly spreading popularity and market on the B-side.
The highlight of China Talents Network fell in 2005, after obtaining a $50 million injection from the recruitment ancestor Monster, when the scenery was unlimited, China Talents Network signed a VAM agreement with Monster: if China Talents Network could not be listed within three years, it would be wholly owned by Monster.
A flash of three years came, the VAM agreement ended with Monster's wholly-owned acquisition of China Talents Network with $243 million, but this was not the ultimate destination of China Talents Network, at that time, no one would have thought that once in the recruitment market of three points of the world close to the top of the China Talents Network, after several changes of ownership, year by year the price fell, and finally in 2015 was disgraced by 58 City for undisclosed transaction amounts.
There are many opinions about the high and low of the China Talents Network. There are leaders who are constantly parachuting in, there are anti-human website revisions, there are internal talents that cannot be retained, and so on. From the perspective of HR, the experience of using the recruitment platform is secondary, and the qualifications of the talent pool and whether they are right or not are the most concerned. This reflects the dilemma of traditional recruitment websites, the same applies to Zhaopin recruitment and worry-free future, they are more in the "shop volume", riding on the data, with a huge number of resumes. It may seem tempting, but don't forget, the larger the amount, the more difficult it is to match, and the company will be tired of finding a needle in a haystack.
There were the first HR who embraced online recruitment to complain that "the resume received a lot, the mailbox is often full, but most of it is obviously inconsistent with the job requirements." For example, if more than 3 years of work experience are clearly required, most of the resumes are fresh graduates. "This stems from the limitations of the Monster model, which only superficially solves the first layer of job and resume posting needs, but has no time to take care of the core of recruitment, that is, the matching efficiency of talent and position."
Demand determines supply, the development of the recruitment market blossoms two flowers, each table a branch, in the vertical recruitment of high-end talents and comprehensive recruitment algorithm recommendation two typical companies have grown out, that is, Liepin and BOSS direct recruitment.
The times
Liepin founder Dai Kebin is the brother-in-law of Yao Jinbo, the founder of 58 City. 58.com is a batch of "Copy to China" successes after the China Talent Network. In 2006, 58.com, which benchmarked the U.S. classified website Craigslist, was founded with Youku, a U.S. video site. Neither has had a good time lately.
Since it is a classified information platform, it is naturally not limited to recruitment. As its advertisement put it, 58.com is "a magical website" with ambitions to reach recruitment, real estate, second-hand e-commerce, automotive and other fields.
Versatile, but not specialized. In terms of recruitment business, 58 city owners are blue-collar recruitment, but they have been trapped in negative reviews of false information, and user trust has been greatly affected. At the same time, its founder Yao Jinbo himself is also distressed about not being able to recruit high-end talents.
At the beginning of the Internet's arrival in China, Yao Jinbo and Dai Kebin often exchanged their understanding of the Internet concept. He believes that in the future, people's lives cannot be separated from the Internet, and in the future, everyone's business, transactions, and family services will be solved through the Internet.
At that time, Dai Kebin, who was in a foreign consumer company, knew nothing about the Internet and could not really feel what was "inseparable from the Internet". Although I can't understand it, my brother-in-law's words seem to make a lot of sense. But what he can really feel is the outflow of talents from foreign companies.
As early as the beginning of 2000, entering a foreign company after graduation was considered the best way out for high-quality students. In the years that followed, the rise of local Internet companies shattered that mindset.
Dai Kebin had an early insight into this opportunity. He found that some of the outflow of foreign talents flowed to local consumer brands, and some chose local Internet companies. Dai Kebin joined P&G in 2003 and was one of the 11 fresh graduates recruited by P&G's marketing department in the Asia-Pacific region at that time, and his career was high and high, and he was an absolute leader.
He was less interested in moving to a similar consumer goods sector, but he was curious about Internet companies, a field that had not been particularly interested in the past.
There are traces of a change in attitude. In 2004, Tencent was listed in Hong Kong; in 2005, Baidu went to nasdaq to ring the bell; in 2007, Ali was listed in Hong Kong... He was deeply shocked by the rapid development of Internet companies, and he wanted to find out, but the recruitment software on the market recommended jobs in the same field.
Combined with his brother-in-law's distress, Dai Kebin vaguely felt a trend of a large number of professional managers from foreign companies flowing into the Internet field. At that time, there was no platform specifically for the recruitment needs of this group, and he discussed with Yao Jinbo several times and decided to start a high-end talent recruitment platform.
On March 1, 2008, Dai Kebin went north and rented Room 608, Block B, Caizhi Building, Zhongguancun East Road for less than 20,000 yuan, and the story of Liepin began.
The story begins thanks to Yao Jinbo's first start-up capital to Dai Kebin, and more importantly, to give him the magical domain name of "lietou.com".
But 2008 wasn't a good year to start a business because of the financial crisis.
Sequoia sent an email to the invested entrepreneurs, to the effect that "no one will invest money in the future, if you have money in your hands, don't spend it, cash is more important than anything!" "For a time, almost all VCs didn't invest any money.
No money, no one, no direction, when a poor two white hundred claws scratched their hearts, it was because of the domain name of "lietou" that Dai Kebin received the pie that fell from the sky empty-handed. A Shanxi coal boss heard the news and needed to recruit a manager for the project in Beijing, and immediately took out 20,000 yuan of cash as a deposit, indicating that "money is not a problem." ”
Despite not knowing anything about the headhunting business, Dai Kebin actively implements the chicken soup spirit of "fake it till you make it" (disguise everything until you succeed), bluffing "this person is not good" while quickly accepting the money first.
After that, he stole the teacher during the interview process of recruiting headhunters, and waited until he interviewed more than ten headhunters, as smart as Dai Kebin, and had already figured out the doorway.
Holding the domain name with its own traffic, and using life-saving money to promote it slightly, Dai Kebin's company finally got on the right track, gathering more than 50 headhunters in two years, and the net profit of one year reached two or three million. But how can Dai Kebin, who came out of Procter & Gamble, be satisfied with the individual business of making small troubles, what he wants to do is the platform, and the initial idea is H2C, that is, the headhunting recruitment platform for job seekers.
At first, no one except Yao Jinbo was optimistic about this concept, but Yao Jinbo himself was also a mud bodhisattva crossing the river. Thanks to the financing of Jingwei, Dai Kebin successfully ran the H2C model. The background of the traditional consumer industry makes him point to monetization non-stop, immediately introducing B-end enterprises, moving BHC and the three to the Internet for information exchange. This was the later Hunt.
There's an open secret in HR hiring circles — the most popular job seeker is called "Passive Candidate," a professional whose abilities are online and who are highly regarded in the company. The company values them, high salaries, benefits, high-quality resources are not lacking, and the subjective willingness to jump ship is not strong. For other companies, these passive talents who are hidden are the treasures that are competing for.
Perpendicular to this group of people as a service target, Liepin successfully differentiated in the recruitment market. After the BHC model ran through, Liepin had an income within half a year.
In the domestic job market, there are very few individuals who are willing to pay for recruitment compared to companies that are willing to pay for recruitment. However, if there is no high enough talent acquisition rate on the C-end, it is not easy to make money from B-end companies. This logic is very similar to that of nightclubs - free of charge for women, or even free drinks, and when there are enough women on the spot, they are naturally not afraid of not making money for men who target women.
Especially after 2010, the power of family planning gradually revealed. The demographic dividend is gradually disappearing, while emerging industries such as the Internet, the Internet of Things, Internet finance, blockchain, and high-end biology are emerging in an endless stream. The thirst for talent in these industries is like a hungry tiger, and they are very willing to spend thousands of dollars on the recruitment mouth to grab talents.
Like the previous "Three Kingdoms Era", mobile recruitment software is also inevitable to compete for users offline advertising wars. TELEVISION advertising, outdoor advertising, and program sponsorship have tried and failed to occupy the minds of users.
Dai Kebin was originally responsible for marketing at Procter & Gamble, and was very aggressive, spending most of the financing he got from Jingwei and investing it in Focus Media.
During that time, the building advertisements in the streets and alleys were all full-body portrait advertisements of Dai Kebin, Jiang Nanchun and Shao Yibo (founding partner of Jingwei China), with the brainwashing slogan of "looking for headhunters, hunting and hiring, you are the elite", which was repeatedly played.
Talk to the owner
When it comes to brainwashing advertising and viral marketing, another key role that cannot be avoided is the direct hiring of bosses. BOSS direct recruitment and hunting soldiers are divided into two ways, taking a fancy to the Red Sea market of comprehensive recruitment, and hard to kill a blood road with direct chat and algorithm recommendation.
BOSS direct recruitment is a rising star in the recruitment market, starting in July 2014, but the founder Zhao Peng is an old jianghu and has an inextricable relationship with Zhilian Recruitment. In fact, Zhao Peng has served as assistant vice president, vice president and COO of Zhaopin Recruitment.
Due to the infighting caused by major differences between management and investors, Zhao Peng left Zhaopin recruitment in 2010 because of the non-compete agreement for three years, and in 2013 founded the Chinese employer review and workplace information platform Kanzhu.com. Workplace social software pulse in this year's high-profile launch of the review model, not to mention the folk early, at least Zhao Peng played the rest of ten years ago.
BOSS direct employment did not do the website at the beginning, directly started with the mobile APP, the main online direct communication.
Many times the hero sees the same is not a lie, the idea of recruiting online is not only Zhao Peng, but also the CEO of Lagou Network Ma Delong is also "blessed to the heart" at a similar time.
Lagou was established a year earlier than boss direct recruitment, taking a vertical route similar to Liepin, focusing on the recruitment of Internet companies. Founder Xu Shandan and CEO Maderone argue about whether to do a mobile terminal.
For now, it's inconceivable that a vertical recruitment platform for Internet companies wouldn't be mobile, but there was no God perspective at the time. Until now, many people still think that recruitment is a low-frequency demand, so they can't complain about the mainstream opinion at that time - low-frequency demand is not worth spending a lot of money on mobile terminals. In particular, Xu Shan insisted that "APP is dead" and was trapped in temporary financial pressure, and no matter how firmly believed that "mobile Internet is the trend", Ma Delong could only give in helplessly, and the two reached a consensus. Until the short time after the BOSS direct employment online, in vain to pull the hook network eclipsed.
Boss direct employment turned out, the biggest selling point at the beginning is not the mobile terminal, but the brainwashing of many years of slogan - "looking for a job, I want to talk to the boss", accurately cut the pain points of the vast majority of job seekers. Many people will have similar experiences, suffering from a lengthy recruitment process, especially some of the more professional types of work, chatting with HR is like playing the piano to the cow, and they all feel that they are Maxima, but they have not met Bole.
Many people are skeptical about "talking to the boss", thinking that how can a boss like Ma Yun and Liu Qiangdong have time to face the recruiter. Even for some medium-sized companies, HR has made it clear that it is they who are really talking to recruiters.
However, boss direct employment is not a sheep's head to sell dog meat, which meets the needs of a group that is often ignored, and has eaten a wave of era dividends.
In 2014, the mainland government promoted "mass entrepreneurship and innovation". Subsequently, a large number of active small and medium-sized enterprises and small and micro enterprises have emerged across the country.
The owners of these businesses are hungry for talent, but they don't have the budget to buy ads on traditional job sites or the access to potential job candidates. The emergence of BOSS direct employment is exactly in their hearts, they are the bosses in the advertisement "looking for a job, I want to talk to the boss".
This is just a good start, as mentioned earlier, the core of the recruitment platform lies in the matching efficiency of talent and position. Looking at the financial reports of Liepin and BOSS Direct, it can be found that under the asset-light operation model, both spend a lot of operating expenses on marketing and technology research and development.
Marketing is not unexpected, after all, the overwhelming advertising campaign is placed there, which research and development is which one?
When boss direct employment exceeded 1,000 users for the first time, Zhao Peng made the decision to increase the salary of data engineers and technicians, and the salary structure was benchmarked against Baidu, Today's Headlines and other technology manufacturers. When he did not have the concept of recommendation algorithm, based on his understanding of the recruitment business, he mixed strategy and Java together, and identified it as "recommendation" rather than "search".
Xue Yanbo, chief scientist directly hired by BOSS, once cited the "stable marriage problem" in economics to illustrate the optimal solution for bilateral matching. In the job market, the same reason, in zhao peng's words to make a popular explanation, "99% of institutions want 1% of wolong phoenix chicks, get a safe world; 99% of people are worried about going to 1% of institutions to work." ”
In the recruitment season, snowflake resumes flow into HR mailboxes through various platforms, but the really outstanding talents in each industry are concentrated in more than two dozen people. In HR, a resume is only 30 seconds long, most of them are cannon fodder, so how to improve the efficiency of matching?
Only the platform can make a difference, match, and let more people find that compromise and retreat are also good choices.
Algorithm recommendation has brought qualitative changes to the entire recruitment industry, and to a certain extent, it has solved the information asymmetry caused by the mutual thinness of recruitment descriptions and job resumes. By 2019, almost all online recruitment platforms are mobile, and "algorithm + intelligent recommendation" is no longer exclusive to anyone, but the standard of admission.
The development of algorithms is not a one-time thing, and the current results are not an absolute moat.
In 2018, more than half of Liepin's users recommended to headhunters and enterprises through machines, and it is said that the recommendation success rate has reached 70%. A year later, the success rate is still 70%. The leader who is at the forefront is also a little powerless in the face of other players who are catching up with hindsight.
The other side of the double-edged sword is that the recruitment market has once again fallen into the era of homogeneous competition.
Blue-collar rises
Recruitment has always been a large and fragmented market.
After summarizing the recruitment experience of a FMCG company HR, it believes that if it wants to recruit talents who are partial to technology or software development, there are more pulling networks; basic positions, such as manpower and administration, intelligent connection and future have more advantages; Internet or financial talents and new types of FMCG talents are more concentrated in boss direct recruitment; the base camp of blue-collar workers should prefer 58 cities and catch-up networks; some more professional industries, such as architecture and design, will be placed on websites in the industry, or pushed within the small circle of knowledge.
Ecological Map of China's Online Recruitment Industry Source @ iResearch Consulting, Guosheng Securities Research Institute
Generally speaking, the peak period of departure is very fixed, and many people begin to consider moving the nest after taking the year-end bonus, but the peak period of recruitment is not necessarily the usual "gold three silver four". For example, the peak season of FMCG is July, August and September, in order to build a good team before this, the gold, silver and silver after the Spring Festival is the law of iron, while for the second-hand car industry, the peak season is in Q3 and Q4, so its recruitment progress is more in Q2.
Recruitment is indeed a low-frequency just need, but there is a group because of the particularity of the profession, not limited to the general sense of departure and recruitment peak, that is, blue-collar workers.
According to the data of Guosheng Securities, the average frequency of active job hunting and job hopping for white-collar or gold-collar job seekers is 1-2 times in 1 year, while the frequency of blue-collar active job hunting and job hopping is 4-5 times in a year, which is almost 4 times that of white-collar workers, with large liquidity and frequent job search needs.
From the social news in recent years, it can be seen that manufacturing, service industry, etc. are everywhere "labor shortage", while the Internet industry is tightening or even laying off employees.
But today, the supply and demand relationship for blue-collar recruitment has long since changed. Especially in recent years, the demise of the demographic dividend has transformed blue-collar recruitment from a buyer's market to a seller's market. In particular, blue-collar job seekers are still at a relatively passive disadvantage, and the phenomenon of being deceived is very common.
The most criticized is 58 cities. Some time ago, the "blood slave" incident that was very popular was finally clarified as pure fabrication, and it should be returned to a clean slate, but public opinion unanimously believed that 58 tongcheng was not unjustly scolded, and on the platform of black cat complaints, the number of complaints against 58 tongcheng has approached more than 10,000.
In the increasingly homogeneous recruitment market, blue-collar recruitment has suddenly become a role in picking up beams due to the adjustment of policies and demographic structure, and has transformed into a very good blue ocean market. Tens of thousands of small businesses, the most important thing is a variety of complex labor needs. At present, the mainstream recruitment platform is obviously not grounded enough, and neither the reach of the recruiter nor the applicant is sinking enough.
58.com originally had a large advantage over the starting line, this "magical website" has both long-term experience in cooperation with small and medium-sized businesses and extensive access to blue-collar groups, but because the fields involved are too wide, Yao Jinbo is somewhat powerless in taking into account traffic and quality.
The booming blue-collar labor market can't wait for the "awakening" of 58 cities, and this piece of fat has been targeted by a menacing new player, Kuaishou.
Kuaishou's intervention can be said to be unexpected. Rational analysis, in all short video platforms, Kuaishou should be the most suitable for extending blue-collar recruitment, its penetration rate in third- and fourth-tier cities is very high, covering the vast majority of blue-collar groups of employers and applicants.
Blue-collar recruitment began to show its first signs on Kuaishou earlier, starting with bottom-up attempts, and some human resources accounts launched live broadcasts on Kuaishou. However, because the blue-collar labor market is mixed, in order to avoid risks, Kuaishou will limit the flow or warn many anchors who publish recruitment videos and live broadcasts.
In January this year, Kuaishou began a top-down exploration, launched the "quick recruitment" function in some live broadcast rooms, positioned blue-collar recruitment, and gave traffic support to recruit anchors who met the requirements.
brief summary
If the trend of the job market 20 years ago was the outflow of talents from foreign companies to Internet companies; the hidden employment trend today is probably the outflow of talents from Internet companies. Where does it go? In addition to the system, the factories in the manufacturing and logistics industries have become fragrant.
On the one hand, the social animals and PPT workers in the large factory grid have long been tired of "996", on the other hand, the salary of working in the factory is not as low as people stereotype. In addition to the traditional blue-collar workers, the current blue-collar workers are not limited to a single manual worker.
In the 1998 revised edition of the Xinhua Dictionary, there was an originally unremarkable example sentence — Zhang Hua was admitted to Peking University; Li Ping entered a secondary technical school; I worked as a salesman in a department store: We all have a bright future. More than two decades later, he was ridiculed online.
In fact, similar example sentences appeared as early as the "Punctuation Usage" in the 1950s, which was when all walks of life in China were in ruins, and a large number of technical application talents were needed everywhere. At that time, the social status and economic income of technicians and workers were no worse than those of highly educated people, and whether they were admitted to Peking University or as factory workers or salesmen, they would have career development towards a better future.
However, with the popularization of modern higher education and the gradual subdivision of social development, career development is no longer dominated by simple technical jobs, academic qualifications have gradually become a stepping stone on the career path, and the example sentences of the original bland narrative have been used by young people who are dissatisfied with reality to play with themselves.
With the birth of emerging occupations in various industries, vocational education has received more and more attention from the state, and for a period of time, "inferior" vocational education has ushered in a major turnaround. The outline of the "14th Five-Year Plan" clearly mentions that it is necessary to steadily develop vocational undergraduate education and promote vocational integration.
"Zhang Hua, Li Ping and I, we all have a bright future." Maybe it's shining into reality again.
This is both a new challenge and a new opportunity for recruitment platforms. Past cases once again tell us that whoever can eat the dividends of the times can stand out in the Red Sea.
But at the same time, the greater challenge is that the low fertility tide that has not yet exerted its power has now caused obstetrics in some areas to fall into "overcapacity" and spread to kindergartens, causing some kindergartens to "enroll difficulties".
Everything has a chain reaction, this wave of low fertility starts from obstetrics, but it will not stop at kindergartens, at least the "teacher fever" that has soared in recent years may have cooled down, and then, what new impact will be on the recruitment market?