How to recruit small and medium-sized enterprises quickly and well?

Everything we do should be carried out around the goal, as well as finding methods and countermeasures. The quality of the method depends not on whether it is popular, but on whether it is the most practical and can achieve the maximum effect. Traditional recruitment methods, online media recruitment job fairs, headhunting companies, recommendations, etc. Have a certain market, and become the first and necessary choice for a large number of enterprises. They all have their own advantages and disadvantages. Enterprises can analyze the habits of target groups according to the characteristics of enterprises, choose suitable ones or use them in combination.

the innovation here can be to add innovative elements to the traditional methods, or it can be a brand-new recruitment method that breaks through the traditional ones. Set up recruitment positions in the talent market, type recruitment positions and requirements in Yi Labao or on the recruitment board, and then wait for someone to submit a resume. In this way, candidates can't see any image or introduction about the company. The content introduced by the company is strictly oriented. Through the display on the recruitment desk, the content has been strictly oriented, so job seekers can browse for two or three minutes when passing through the recruitment desk to intuitively judge what kind of company this is.

Do you have the strength? Is the environment good and the working atmosphere harmonious? Can you improve your skills? In this way, the company's sense of norms, image, strength and affinity suddenly appeared, naturally winning more candidates and greatly increasing the company's recruitment screening scope. Blog recruitment in Weibo and circle forum recruitment are relatively new recruitment methods. Provide employees with perfect statutory benefits. In reality, many small companies cannot provide statutory benefits for employees, so enterprises that provide statutory benefits can gain comparative advantages.

transparent and open salary performance system, positive, frank, responsible and open corporate culture. Clear promotion channels and talent echelon management methods. Competitive salary and benefits. In addition to statutory welfare, design colorful welfare items, the level of human resources department, focus on professional recruitment channels, and focus on vertical recruitment websites according to the characteristics of sub-industries. High professional ability of human resource recruiters. Strengthen internal recommendation. Enhance the initiative of recruitment. At the level of the employing department.