Find the Right Job in 24 Hours

24小时找到好工作

Who’s Hiring is a job-seeking app designed for people who're looking for a job in the New Retail Industry. It aims to provide a faster and more effective experience by stabbing the bubble of redundancy in the service and focuses on On-Demand Job-seeking.

今天谁招聘的设计初衷是为了帮助想要在新零售领域发展的年轻人找到一份合适的好工作。通过计时机制对陈旧信息进行清理，帮助求职者实现“即时求职”。

背景调研

Background Research

劳动人口持续减少与零售行业稳步增长作用在一起，使得一线员工的招聘不再像以前那样容易，招聘方将更加依赖多种招聘渠道。这一社会现象也为都市蓝领招聘行业带来了新的发展契机。

China is seeing a continuous decline in the labor force over the years. While at the same time, the franchise retail industry is experiencing a steady growth. When these two social phenomena encounter each other, it means that stores are going to have a harder time recruiting employees. They need to more channels to hire more people. This could generate great business opportunities.

A Brief Look at the Competition

行业概览

The market is never in shortage of casual / part-time job-seeking apps in China. Just to name a few, there are Direct Store Manager Recruitment（店长直聘）, Doumi （斗米兼职）, Xiaomei Job（小美工作）, Jianzhi Cat（兼职猫）, and 58 Casual Job（58兼职）, and so many more. Although they may have their own strength, they all follow the same template —— competing on the dimension of quantity. Quantity is nonetheless a crucial “feature” when it comes to job-seeking. However, it’s not a wise tactic for a startup to complete with established players in terms of quantity.

The majority of job-seekers complained about “fake recruitments”. They apply for a job, send their resumes, and there is a high change that in 7 applications out 10, they would never receive a reply. During our interview with the store managers, we learnt that store mangers are usually very busy, chances are they are unlikely to change their recruitment status from whichever app they are using even after they have recruited the right person. They simply abandon it.

As for store mangers, they are complaining about a similar situation. Since most apps provide a switch for job-seekers to make their resumes visible to potential hirers, they seldom switch that off after they have found a job. So, store managers with urgent need can contact a person who doesn’t need a job at that moment. It’s time-consuming and disappointing. This is especially true when some apps monetize on the quantity of resumes.

国内市场并不缺少兼职或零活类求职产品。眼下比较流行的有店长直聘、斗米兼职、小美工作、兼职猫以及58兼职，等等。虽然每款产品之间有着一定的差异，但大多只是在“量”上进行竞争。这么说并不是否认“量”的价值，而是对于一个创业团队来说，与既有的成熟产品硬碰硬并不是明智之举。

在与求职者沟通的过程中我们发现大多数人都会抱怨“虚假招聘”。当他们看中一个职位，投递简历之后，有很高的概率得不到店长的理睬。在与店长的沟通中我们发现了问题的原因。通常情况下店长都比较忙，当他们一旦招到了合适的员工就不会再去关注手机中的软件，更不会将招聘信息下架。这样一来就产生了大量的陈旧信息。

事实上店长也在抱怨同样的问题。由于大多数软件都提供了求职者简历自动或手动公开的功能，当求职者找到合适工作后也很少会再次改变求职状态。所以当店长看着手机中一个个简历时候，那些简历后边的求职者也许早就已经没有了招聘需求。对于店长来说这种体验显然不怎么好，尤其是他们还需要为这些简历付费的时候。

The Value Proposition : On-Demand Job-seeking

价值定位：新鲜无虚职

After we have learnt the complains from our users, we think we can provide a better user experience by eliminating the outdated posts to make the job-seeking and hiring process more effective. In order to do that, we limit the visible time of both the recruitment posts and job-seekers’ resumes to 24 hours each. It means that all the job openings a job-seeker sees are actually active. And all Resumes a store manager views are looking for a job at that particular moment. That’s the experience we want to bring to the users.

在了解了用户对现有产品的抱怨之后，我们认为可以通过对陈旧信息进行过滤来提高求职者的效率，进而带来更好的用户体验。我们的方法是，对平台中发布职位，以及求职者简历的公开时间进行限制。展示时间限制为24小时。这样做的结果是求职者看到的招聘信息都是在24小时以内发布的，而店长看到的简历也都是“新鲜”的简历。

Why 24 Hours ?

Front-line job seeking and recruitment take far less time than office worker recruitment. This usually happens in a week on average. When someone is looking for a store job or when a store needs an employee, they won't wait for too long. That’s why we limit the time to a considerably short time of 24 hours. When a post is pulled off after 24 hours, the store managers can re-activated it with a simple tap of a button. It’s the same case with the job-seekers.

为什么是24小时？

在了解了用户对现有产品的抱怨之后，我们认为可以通过对陈旧信息进行来提高求职的效率，进而带来更好的用户体验。我们的方法是，对平台中发布职位，以及求职者简历的公开时间进行限制。展示时间限制为24小时。这样做的结果是求职者看到的招聘信息都是在24小时以内发布的，而店长看到的简历也都是“新鲜”的简历。

Conceptualization

概念生成

The User Journey

用户体验地图

We designed both of the job-seeker’s and store manager’s journeys into one app. Their journeys resemble each other a lot. It's not hard to understand because they will interact closely with each other.

我们将求职者与店长的体验地图设计到了一个APP之中。他们的流程有很多相似之处，这也不难理解，因为他们之间发生着密切的互动。

Design

设计

Gallery · Job-seeker

相册 · 求职者端

Gallery · Employer

相册 · 招聘端

Risks

风险

Although we aim to help the job-seekers find a job faster, we may fall from influencing enough store managers to invest into a new service. According to our own research, we find that when some stores lost one or two employees, they can still operate without too much of a problem.

虽然今天谁招聘的价值定位是帮助求职者更快的找到合适的工作，但是我们有可能无法说服足够多的店长选择一款新产品。我们的调研显示一两个店员的空缺并不会对门店的正常运作造成重大影响。除非出现员工集体离职，例如寒暑假或是春节前夕。

我们的调研同样显示，目前门店内有超过半数的员工是通过传统手段招聘过来，例如内部推荐和橱窗海报。这意味着使用手机招聘仍旧是作为补充手段。所以要说服店长使用付费服务有一定的难度。