Talent mall platform based on O2O mode and method

Abstract

The invention discloses a talent mall platform based on an O2O mode and a method. The talent mall platform based on the O2O mode comprises a user terminal a, an enterprise terminal b, an elite file database c, an elite screening result interface d, a freezing deposit interface e, an elite contact interface f and an entrant confirmation interface g. The invention enables the enterprise to directly negotiate with a job-seeker, which improves the efficiency while guaranteeing the talent quality. The invention is applicable to the talent recommendation for all positions, is not subject to limitation of the position level, maximizes the talent information of the service provider, and provides convenience to enterprise employment. The system can perform automatic screening and matching, and reduces unnecessary labor cost of two parties. The online wage transaction guarantees the safety of the transaction. The invention reduces the cooperation cost between the enterpise and the service provider, improves the cooperation efficiency between the enterprise and the service provider, and improves the cooperation success rate.

Description

Technical field [0001] The application of the present invention relates to the field of system software, in particular to a talent mall platform and method based on the O2O model. Background technique [0002] Talents are the backbone of an enterprise. Especially in the fierce market competition, the competition among enterprises has been transformed into competition for talents. The importance of talents is naturally self-evident. Enterprises should start looking for talents from the recruitment stage. The development of the enterprise creates a solid talent foundation. However, how to recruit high-quality talents has become a major problem facing companies. Although there are many recruitment channels today, each has its own advantages and disadvantages. Although companies directly release job information to job applicants through traditional media, it is more straightforward, but it has greater limitations. There are many restrictions on factors such as geography. While posti...

AI Technical Summary

Problems solved by technology

However, how to recruit high-quality talents has become a major problem for enterprises. Although there are many recruitment channels today, each has its own advantages and disadvantages. Enterprises directly release job information to job seekers through traditional media. Although it is relatively direct, it has relatively large limitations and is subject to Geographic and other factors are more restrictive, and posting job information directly to job seekers through the Internet, although a large number of restrictive factors have been exempted, has added new problems, such as the high cost of posting information online, which is not suitable for small and medium-sized enterprises for a long time. use, and the quality of job seekers is uneven, requiring companies to spend a lot of manpower and material resources to select suitable talent information and other issues

[0003] Also facing confusion is the service provider who has a large amount of elite information. The service provider uses the traditional method to recommend talents to the enterprise. The cost is relatively high, and in the end the cost still needs to be passed on to the enterprise, which also limits the scope of talents recommended by the service provider. Enterprises and workers search, negotiate and negotiate on their own, so that a large amount of talent information for low-end and mid-level positions in the hands of some service providers cannot be effectively used, resulting in a waste of information resources

Although there are already application platforms on the Internet specifically for enterprises and service providers, they still face different problems. Traditional network platforms such as Zhilian face the dilemma that the number of advertising spaces is much smaller than the number of online positions; Headhunters post jobs to earn resumes, resulting in a large number of invalid jobs and delivery; LinkedIn is stuck in the limitations of application scenarios, and has not completed the docking of requirements

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