Conference Contents• Maximum > 2012 China Social Network Employer Branding and Recruitment Survey• Ushi cofounder 张月, Yuan Yue of Feimalv, leading firms like Baidu, Wall Street Journal, Recruit, AdChina• “Innovation in HR” > 6 entrepreneur > 4 HRD > Angel• Day 2: the real deal: HR leaders from Baidu, Deloitte, Dell, DDI, and McKinsey.
About Ushi 优士网China’s leading professional networkBeta launch: March 2010 … now 60 employees in Shanghai
Ushi 优士网 visionOur vision is to connect all of China’sprofessionals and entrepreneurs,accelerating their success.
Ushi 优士网 storyIt’s not what you know,it’s who you know.“A people will lead you to A people,B people will lead you to C people.” - Bill Drayton, the founder of Ashoka
Ushi 优士网 members• 800K + registered members• Living professional profile & expertise• One of the largest pure real name SNS in China• 40K+ CEO-level• 31 years old• 120K SH, 110K BJ, 37K GZ, 35K SZ• 23% TMT, 21% Pro Advice & Services, 8% Finance, 8% Manufacturing, 6% FMCG
HR activity in Ushi• 33K+ HR professionals• 2.2M professional searches @ past 12 months• 20K+ jobs @ Ushi Jobs• 20 large Groups (400-8K)
How can Ushi help HR? • Sourcing • Talent Pool (Follow, Connect) • Employer Branding • Source passive candidate (Search) • Source active candidate (Job Matching Board) • Selection / Assessment • Verification • Reference Check • Overall • Knowledge: Q&A, Groups • Networking
持续创造成功故事！Keep creating success! “通过优士网，我找到了一位年薪百万的员工。” “I placed a RMB 1,000,000 candidate who I found in Ushi” “优士网帮助我在吉利汽车找到了梦想中的职位。” “In Ushi I found my dream job at Geely Auto” “我在优士网上找到了投资人，还招聘到了自己的员 工。” “Via Ushi I found investors, and I also hired several people.”
2012 Survey of China HR Professionals Survey Results Presented by:
Major challenges in recruiting candidates with 5+ years experience (past 12 mo) (multi choice)• 60% - Survival Rate: Candidates do not survive probation period.• 57% - Acceptance Rate: Candidates do not accept job offer.• 53% - Candidate misrepresentation: After interview or phone screening, discover the real candidate does not match the paper candidate, i.e. too much exaggeration on CV / profile.• 44% - Candidate not serious: After confirming interview, candidates do not show up.• 32% - Cost: Cost Per Hire is too high• 26% - Interview Volume: Cannot generate enough volume of interviews within my time frame.• 22% - Interview Quality: Cannot generate enough quality interviews within my time frame, i.e. too few interviews result in offer.• 22% - Potential Interview Volume: Cannot generate enough reasonable candidates (CV / profile) for potential interviews within my time frame.• 4% - Cost: Cost Per Interview is too high.
Important factors needing improvement in recruiting of candidates with 5+ years of experience (next 12 mo) (multi choice)? • 61% - Avoid mis-hires by improving the accuracy of reference checks. • 53% - Get better candidates in the first place. • 49% - Avoid mis-hires by better assessment of fit during the process. • 37% - Reduce the cost of filling the position. • 33% - Shorten the time to fill the position.
Importance of the channels for hiring candidateswith 5+ years of experience (past 12 months) (Multi choice)• 54% - Company website / career site (including marketing to drive traffic to this site)• 40% - Headhunting firm• 15% - Employee referral• 9% - advertise jobs in offline media• 3% - in-house search team
How did your organization search for potential candidates with 5+ years of experience in the past 12 months?• 84% - mix both in-house and headhunters• 14% - mostly rely on headhunters / exec search• 3% - mostly rely on in-house search team
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