美联储理事沃勒：企业高管表示既不招聘也不裁员。 ...

美联储理事沃勒：私营部门招聘"接近停滞"。 ...

"培训费2.8万元、服务费6万元直签某国企"……四川某公司在企业微信公众号上发布信息引诱劳动者缴 费求职。经调查发现，该公司既未取得网络招聘服务许可，也未受相关国企委托招聘，其行为显然是虚 假招聘。有关部门对此责令立即删除虚假信息，同时吊销了公司的人力资源服务许可证。 当前正值招工求职高峰期，一些"黑职介"也在网上蠢蠢欲动。有的以所谓"高薪岗位"为诱饵，故意编造 虚假招聘信息，引流牟利；有的打着名企招人的旗号，实际上却干的是"招转培"的勾当；还有的与不良 网贷平台勾结，以各种"招转贷"蒙骗求职者……这些五花八门的违法招聘"套路"，往往以各种看似诱人 的"馅饼"，让求职者落入防不胜防的"陷阱"，甚至其中有的还借招聘之名行犯罪之实。 杜绝乱象，平台责任不能"悬空"。网络招聘乱象的产生，有的源于利益捆绑，比如一些网络招聘服务平 台的收入主要来自招聘单位，因而在内容审核上"睁一只眼闭一只眼"；有的则是因为平台服务能力跟不 上、管理水平不到位，面对海量的招聘、求职信息时，频繁暴露信息把关不严、个人信息泄露等问题。 事实上，《网络招聘服务管理规定》等规范性文件，早已对平台的服务质量保障、求职者权益保护等内 容作出明确要求 ...

Core Insights - The article discusses the challenges companies face in recruiting suitable talent in today's competitive job market, emphasizing the need for a shift in mindset towards recruitment [3][6][35] - It highlights the importance of clearly defining job roles and compensation to attract candidates, as well as the necessity of utilizing multiple recruitment channels [17][19][20] - The article also stresses the significance of hiring for attitude over skills, suggesting that a positive attitude can be cultivated into the necessary skills over time [24][25][39] Group 1 - Recruitment has become increasingly difficult, with candidates having more power in the job market [10][11][12] - Companies must "sell" job positions to candidates, similar to marketing products to customers [11][12][19] - The shift in recruitment dynamics is attributed to changes in population structure and candidate expectations [9][10][39] Group 2 - Clear job descriptions and competitive compensation are crucial for attracting talent [17][19] - Companies should actively seek talent through various channels, including employee referrals and social media [19][28][30] - The article suggests a proactive approach to recruitment, including internal recommendations and even acquiring companies to secure top talent [26][29][30] Group 3 - The importance of hiring individuals with a positive attitude is emphasized, as skills can be developed later [24][25] - Companies are encouraged to personally engage in the recruitment process to demonstrate commitment and seriousness [32][33] - The article warns against the "nesting doll" phenomenon, where managers only hire less qualified individuals out of insecurity [33][34] Group 4 - The article concludes that the perception of a talent shortage is often a reflection of the company's own recruitment practices and leadership [35][36][39] - It encourages companies to elevate their vision and strategy to attract higher caliber talent [39][40][42] - The message is clear: to attract top talent, companies must continuously improve and adapt their recruitment strategies [41][42]

Meta招聘了两名OpenAI研究员。（Information） ...

Core Insights - Mercor, an AI-driven recruitment company founded by three young entrepreneurs, has achieved a valuation of $2 billion in just two years, leveraging AI technology to address inefficiencies in the global recruitment market [3][5][17]. Company Overview - Mercor utilizes AI interviewers to transform the recruitment process, allowing candidates to interact with AI for 20 minutes and receive job offers within 24 hours [4][30]. - The company has experienced rapid growth, reaching an annual revenue of $100 million with a month-on-month growth rate of 50% [5][21]. - Founded in 2023 by Brendan Foody, Adarsh Hiremath, and Surya Midha, Mercor aims to connect global talent with job opportunities, particularly focusing on underrepresented regions like India [22][25]. Business Model - Mercor operates as a dual-sided marketplace, connecting employers and job seekers while charging a fee based on the hours worked by hired candidates [38][40]. - The platform automates the recruitment process, from resume screening to contract signing, enabling companies to hire talent quickly and efficiently [27][30]. - The company has developed specialized assessment models for various industries, enhancing the recruitment process's effectiveness [29]. Market Opportunity - The global recruitment and staffing market is projected to reach $520 billion in 2024, with a growth rate of nearly 10% annually from 2024 to 2030 [34]. - Mercor is positioned in a relatively untapped segment of the recruitment market, focusing on AI-driven automation to replace traditional hiring methods [35]. - The demand for AI talent has surged, creating a significant opportunity for Mercor to facilitate connections between skilled professionals and companies in need [44]. Competitive Landscape - While established companies like LinkedIn and Indeed offer recruitment services, they lack the comprehensive AI-driven assessment capabilities that Mercor provides [36]. - Mercor's unique value proposition lies in its ability to automate the entire recruitment process, setting it apart from traditional recruitment platforms [33][35]. - The company has attracted significant investment from top venture capital firms, indicating strong market confidence in its business model and growth potential [17][47].

招聘趋势比平时疲软。 我没有听到任何公司关于裁员的消息。 我不认为我们处于滞胀环境。 美国圣路易联储主席Musalem：长期通胀预期已得到锚定。 维持稳定的预期通胀至关重要。 劳动力供应似乎正在下降。 ...

Core Insights - The hiring trends are currently more subdued than usual, indicating a potential slowdown in the labor market [1] Group 1 - The Federal Reserve's Musalem highlighted that recruitment trends are showing a more relaxed pace compared to historical norms [1]

Group 1 - The core viewpoint of the seminar is that new employment forms play an irreplaceable role in expanding employment scale and innovating employment models, and there is a need for society to promote their standardized, healthy, and sustainable development [1] - The report indicates that by 2024, the Douyin platform is expected to create over 60 million job opportunities, with more than 49 million jobs directly created and over 15 million jobs indirectly generated in related industries [2] - The report aims to foster a positive public opinion environment and social atmosphere for the further development of new employment forms, emphasizing their contributions to employment promotion and economic development [2] Group 2 - Live recruitment is highlighted as an innovative practice that addresses many limitations of traditional recruitment methods, allowing companies to showcase their internal environment and interact with job seekers in real-time [3] - The innovation of live recruitment reflects the vitality and creativity of new employment forms, and there is a call for platforms to leverage technology and resources to enhance the employment service ecosystem [3] - Future improvements may include using big data analytics to provide job seekers with tailored job live-streaming information and offering companies detailed candidate data analysis reports for better talent selection [3]

高盛2026年暑期分析员、暑期经理 及新分析员 计划已经开始接受网上申请 。阅读下文以了解项目内容 和和岗位地点，点击文末 阅读原文 可跳转高盛招聘网站递交申请。 招聘项目 暑期分析员 (Summer Analyst) 计划您的时间表 针对将于2026年8月至2027年7月间毕业的本科生/硕士生 到岗时间：2026年6月至8月 报名截止：2025年10月5日 针对将于2026年8月至2027年7月间毕业的硕士生，包括MBA, PhD, JD, MD和LLM 到岗时间：2026年6月至8月 报名截止：2025年11月16日 针对将于2025年8月至2026年7月间毕业的本科生/硕士生 报名截止：2025年10月5日 资产及财富管理部 Asset & Wealth Management 资金部 Corporate Treasury 信息技术部 Engineering 研究部 Global Investment Research 全球银行及市场部 - 固定收益、外汇、大宗商品及股票业务 Global Banking & Markets - FICC & Equities 全球银行及 市场部 - 投资银行业务 Glo ...