The day before the recruitment, the day after the recruitment, and intuitively feel the working environment... With the development of digital technology and the rise of short video live broadcasting industry, the recruitment and employment of blue-collar groups are accelerating to the online migration. After the Spring Festival, in the fancy recruitment carried out in various places, the live broadcast and post taking has also become a "popular action", which not only makes the recruitment of enterprises faster, but also improves the efficiency of recruitment and employment matching, and promotes high-quality employment of blue-collar groups. The beginning of spring has passed, the labor market has accelerated to recover, and the supply and demand have "boomed", and there has been a war of "robbing people" all over the country. For Lucent Precision Industry Co., Ltd., recruitment is a challenging task at this time of year. However, with the development of digital technology and the emergence of live broadcasting, things began to change. Today, the head of Kunshan Human Resources and Social Security Bureau, as the on duty anchor, is supporting the enterprise in the official Kwai broadcast room of Lizhen Technology (a subsidiary of Lixun Precision), interacting with users of the broadcast room and recommending high-quality posts. It is reported that the live broadcast room provides many jobs, including technical operators, attracting more than 30000 people to watch and receiving nearly 1000 resumes. A live broadcast of tens of thousands of people gathered to watch "This is the factory direct recruitment. The guaranteed monthly salary of general workers is 5000 to 7000 yuan, and there is a bonus of 100000 yuan after three years of work." At 10 a.m., the live broadcast began on time. "Do you have food and accommodation?" "Do you have a couple's room?"... In the live room, many netizens asked questions on the spot, and the anchor replied one by one. With the development of digital technology and the rise of short video live broadcasting industry, the recruitment and employment of blue-collar groups are accelerating to the online migration. During the spring breeze action in 2023, many provinces and cities such as Jiangsu, Shaanxi, Ningxia and Hubei adopted the combination mode of "online+offline". Recruitment through the live broadcast room became a common action and standard configuration. According to Wang Meng, the person in charge of recruitment at Lucent Precision, in September last year, the company began to explore the way of live broadcast and post recruitment. The first live broadcast of recruitment at the beginning of this year was attended by nearly ten million people, and nearly ten thousand resumes were received. Three days after the job seekers delivered their resumes, they were on duty on February 1. "Previously, it was the intermediary companies that introduced short-term workers. When the construction period ended, they had to look for jobs again, which was both troublesome and unstable." Zhang Xiaoge, from Henan Province, told reporters that in December last year, she saw the recruitment demand in the live broadcast room of Lizhen Technology. "At that time, the recruitment anchor was introducing the job. In the comments, everyone asked all the questions they cared about. I immediately reported the name online if it was suitable," said Zhang Xiaoge. Unexpectedly, the company enrolled her at noon the day before, and the next afternoon, the company recruited her and quickly assigned her dormitory. The whole process was very efficient. "In my opinion, the biggest feeling of the live broadcast is that it is safe and transparent. Through the live broadcast room, you can see the working environment and living environment of the factory. If you don't understand, you can ask at any time without paying the intermediary fee." Zhang Xiaoge said. Improve the matching efficiency between workers and posts. "Our company has a very large scale of employment, with nearly 200000 blue-collar workers every year. The difficulty of seasonal recruitment and the high rate of worker turnover are our biggest pain points. Some workers left their jobs less than a week after they arrived