Rebirth: Starting with Capturing the Goddess Mentor

Chapter 125 Boss Zhipin, a job matchmaker!

After a simple groundbreaking ceremony, Chen Yan called Zheng Jia into the conference room.

It's called a conference room, but you can hear almost anything inside from outside.

Because the 102 Startup Base is just an open space of about 100 square meters, there are no separate office spaces at all.

So, for the sake of convenience at work, Chen Yan bought a large screen and partitioned off an area to serve as a meeting room.

Once the funding is secured, the first thing to do is move the headquarters to a high-end office building, which will then serve as the new company's office. Chen Yan thought to himself.

"Boss, what do you need me for?" Zheng Jia asked.

"Help me register a new tech company, in my own name."

"Okay, what's the name of the new company?"

Zheng Jia didn't ask any more questions; she just did whatever the boss told her to do.

“Emmmm…”

After thinking for a moment, Chen Yan said, "Let's call it Boss Technology Co., Ltd."

"Boss Technology?"

It seems so casual.

"Okay, boss, I'll arrange it for you right away."

"Okay, after you go out, please call Kong Zhenbang in for me."

"OK."

Kong Zhenbang seemed a little lost when he came in.

On the first day of work, the boss called me in for a private talk, saying I either had to go up or come down.

"Logically speaking, I've always been highly valued by my boss and have always worked diligently. Except for the occasional pop-up ad that I accidentally clicked on and ended up on an ad page for a busty girl, I... shouldn't be facing a pay cut or layoffs, right?" Kong Zhenbang thought to himself.

Chen Yan got straight to the point: "Zhenbang, the organization has assigned you a new task."

"Oh?"

Kong Zhenbang's eyes lit up, and a weight was lifted from his heart.

Judging from the boss's tone, I'm fucking getting a promotion!

"Boss, please give me your orders!"

"I want you to develop a recruitment software."

"?"

Kong Zhenbang asked doubtfully, "Boss, isn't 'Daily Part-Time Jobs' just a recruitment app?"

Chen Yan shook his head: "It's different. [Daily Jobs] focuses on part-time jobs, while I need you to create a full-time recruitment app."

"But aren't there already companies like Zhaopin and 51job in the full-time recruitment field?"

Kong Zhenbang is right. Zhaopin.com was founded in 1994 and 51job.com was founded in 1998. These two pioneering companies are leaders in the industry.

The later version of 68.com focused more on local life services. Although there were job postings, they were mostly for part-time jobs, such as housekeeping, tutoring, and taxi driving.

"Zhenbang, let me ask you, do you think it's difficult for a small company like ours to recruit people these days?"

"Uh…"

Kong Zhenbang was a little confused, mainly because he had never hired anyone before and really didn't know the situation.

"To put it simply, all the companies you mentioned are products of the PC era."

Chen Yan lit a cigarette and began to speak eloquently: "The consumer model of traditional internet recruitment websites is essentially a job search engine, which uses search methods to distribute job information."

For example, Monster in the US in 1994, SEEK in Australia in 1997, JobsDB in Hong Kong in 1998, 51Job in Shanghai in 1998, Zhaopin.com in Beijing in 1994, ChinaHR.com in Beijing in 1997, and Talent Hotline in Shenzhen in 1997—everyone relied on job search engines.

They exist because job search engines distribute traffic, and they encounter difficulties also because of these job search engines. Job search engines support the entire business model, but this system is not working.

Smoke swirled around Chen Yan's roguishly handsome face, and he felt he must look incredibly dashing at that moment.

After all, I used so many technical terms and even rattled off a few English words with all my knowledge!

Kong Zhenbang, unaware that Chen Yan was secretly pleased with himself, nodded seriously: "Yes, all recruitment companies worldwide distribute traffic based on search."

"That's right, but in reality, many users are very unhappy when using these traditional recruitment apps!"

Chen Yan stubbed out his cigarette and continued:

"For example, you computer science graduates want to find a job after graduation."

"If you search for the keyword 'Java engineer' on a website, a bunch of companies will pop up, right?"

Why are users dissatisfied with the product/service?

Because once the search results come out, even if you're the eighth well-known company on the first page, I can still see it and send you my resume;
I wouldn't even bother to look at an unknown company if you pinned it to the top. Who are you? Should I send you my resume?
Therefore, small and micro enterprises have no way to recruit in this area!

Because the information is only a thin layer, the company name, job description, etc. are all the same, and the salary is just a range, sometimes with "negotiable".

You're saying that job seekers should work for three years based on these things?
is it possible?
Because the information it provides is completely insufficient for job seekers to differentiate, everyone applies to well-known companies.

Kong Zhenbang said thoughtfully, "I understand now. That's why even well-known companies are cursing their fathers."

Yes, that's right, that's how society is in reality.

For example, Huawei hired more than a thousand recruitment specialists in 2008.

The reasons are simple: first, we value talent; second, we simply can't keep up with all the resumes we have to process.

There's an old joke that the HR person received a really thick stack of resumes, and the boss said he'd finish them this afternoon.

He said he really wouldn't be able to finish by the afternoon.

The boss said, "I'll tell you a way: throw away the top half and look at the bottom half directly; it's the same."

This is actually the user experience left by PC-based internet products.

For job seekers, a seasoned professional who has graduated from university, worked for 8 years, and is 30 years old is likely a manager in a company. Why would he submit his resume to you?

He earns an annual salary of 25 yuan, while the guy across from him who is screening resumes probably earns 6 yuan a year. It's not a big problem for someone earning 6 yuan a year to screen the resumes of 25 people.

The problem is, do you even know what kind of person he is? Can you really talk to him and find out? Why is he valuable? What pain has he endured? What lessons has he learned? What know-how (professional skills) does he have? Can you get those answers from him?
Regardless of seniority or lack thereof, if you ask him to send you a resume at this point, would he be willing to do so?

As for me, I just send out applications everywhere, sending out thousands of resumes a month.

Some websites even encourage users to vote for 80 companies with a single click.

After you submit your application, you'll start complaining about why no one is paying attention.

At this moment, Chen Yan stood up and patted Kong Zhenbang on the shoulder:

"Therefore, job search engines do not solve the problem at all; instead, they cause large companies to have a backlog of resumes and complain about it every day."
Small businesses are not receiving resumes and are constantly complaining.

The entire industry has suffered for over twenty years because of this.

We absolutely cannot be job searchers; we must be job matchers!

……

(Godfathers, please vote with monthly tickets and recommendation tickets~)
When writing about Boss Zhipin, I even bought and studied Zhao Peng's autobiography to try and recreate the true story.
(End of this chapter)