How to make human resources can be quickly recruited

How to do human resources can quickly recruit people
Plash human resources to quickly recruit people. Now the talent market is relatively tense. If you want to find people quickly, you need to master a certain recruitment skills so that you can find excellent talents. Let me introduce information about how human resources do to quickly recruit people. Let’s take a look.
Men human resources to quickly recruit people 1
The selection platform
The recruitment platforms. What kind of platforms to choose depends on the company’s specific situation. The right thing is the best. How to choose the right platform, HR cannot be cloudy, you must understand the recruitment platform, and then choose a platform that suits your company. The platform selection determines the recruitment speed, the platform selection is right, the recruitment is not sin, the platform is clever, and the recruitment effect is good. Overall, the recruitment platform can be divided into four types.
1. Comprehensive platform
The advantages of comprehensive platforms are the wide range of industry coverage and large resumes, which can help companies find various types of talents. However, the advantages are precisely the disadvantages. These large -scale platform industries and more information are available. Screening must not only test HR’s eyesight, but also test HR’s physical strength.
If you are HR, I wonder if you have had such questions: Why isn’t the resume I want? The comprehensive recruitment platform does have the low quality of the resume and many unrelated or old resumes, which directly affects the recruitment effect.
Speaking of a direct hire, I think the biggest credit of a direct hire is to turn HR almost all the bosses, the reason you understand.
It the cost of comprehensive recruitment platforms is expensive, and it is tens of thousands of yuan and tens of thousands of yuan. It does not matter for large companies, but it is pressured for small and micro -enterprises.
2. The vertical recruitment platform
The characteristic of vertical recruitment platform is to focus on specific industries and specific groups, making recruitment efficiency higher. Because it focuses on professional segmentation and is familiar with the industry, recruitment can indeed provide convenient recruitment channels for industry companies. If your industry has an industry segment recruitment platform, it is recommended to choose.
The money to spend, don’t give up free of charge. The vertical recruitment platform generally provides a lot of free resources and activities. Smart HR will not let go of any free opportunity. It is the wish of the bosses without spending money to recruit people.
3. The headhunter recruitment platform
This head hunter recruitment platform is mainly high -end services to recruit high -end talents for enterprises. There are also many headhunting recruitment platforms.
4. Other platforms
M recruitment platforms also have social recruitment websites; comprehensive classification information websites and local talent networks from all over the country. These types of platforms are more civilian and convenient.
The image of the tree
everyone knows that the offline store is decorated, and the online mall is inseparable from the decoration. The purpose of the decoration is to highlight the company or brand image, so that customers can feel the company or through this window. The specialization of the brand, thereby promoting the sales of the market. If your company has settled in a recruitment platform, it is indispensable like this decoration. Do n’t go around and continue to watch.
1. Hard image
We let the intuitive image call the hard image, and the customer experience is called a soft image. Comprehensive recruitment platforms generally have limited decoration space for enterprises. Because there are too many comprehensive website companies, the service can be worse. After all, the cost of the server is also very high. For example, the comprehensive platform generally provides enterprises with corporate logos, corporate profiles, corporate advantages, corporate awards, senior executives, corporate welfare to be filled in category, etc. Of course, it also provides picture display and video display space. Professional HR will fill all the background space provided by the website. If it can be used, it is not idle. It is more favorable for the company’s image display. Job seekers can better understand the company.
Compared with comprehensive recruitment platform services, vertical recruitment platform services are more personalized. It also provides an enterprise environment, corporate news, and corporate web templates for enterprises. When browsing the company’s recruitment information, job seekers can also see the working environment of the enterprise and the news of the company, which can better understand the company and generate longing for the company.
If a company is lacking in the image of the recruitment platform, if the words are like gold, and even LOGO or pictures is too lazy to upload, then the company’s HR must be inaccurate, at least it can be explained that it is lazy and naturally Recruitment speed will not be fast.
In as a whole, the recruitment platform carefully organizes the introduction of text and the advantages of the company, and shows the company’s graphics to the job seeker. How about work at home?
2. Soft image
The soft image is mainly reflected in the experience of the candidate in the job reception and the experience of the company’s culture. Excellent companies will have a complete set of interview processes and standards, giving candidates a different surprise experience, and enhancing the candidates’ identification with the company. For example, according to the professional enthusiastic reception of the candidate, the applicant’s reasonable waiting time arrangement, etc., and some companies will lead the candidates to visit the company simply, the purpose is to increase the candidate’s awareness of the company, and facilitate interviews and salary discussion.
During the interview, according to the relevant survey, most companies required candidates to fill in the form. Some companies not only filled out a registration form, but also other forms. There is also a company to make a bunch of personality and ability to ask the candidate before the interview. Most candidates have been dissatisfied with this issue of this issue, but because they want to apply, they can only be able to obey.
The recruitment platforms now provide resume export and printing. Enterprise HR can require job seekers to bring their own resumes or the company’s printing resume to avoid filing the form, which can save time. As for the personality and ability assessment, it is recommended to put it in the retest. According to the data, the candidates’ experience of the interview session will directly affect whether the candidate chooses the company. In short, companies with better corporate image will attract candidates and speed up the decision of candidates.
Men human resources can quickly recruit people 2 response
The short -ago, a friend complained that he put his resume into several companies, and the result, etc., and so on. I don’t know if the recruitment company has received a resume, not looking at the resume, and not recruiting, no matter what, there is news. In fact, many candidates have such experience. In fact, the phenomenon reflects the response speed of HR, and the response speed of HR also directly determines the speed of recruitment.
1. Position management
The recruitment platform system has a corresponding status setting of corporate position release, refreshing and removal. The position refresh is the latest recruitment position for candidates, which means that the position belongs to the company’s recruitment position. The position refresh is divided into manual refresh and automatic refresh. The advantage of manual refreshness is that the recruitment position and the priority of managing positions can be controlled and managed in time. The advantage of automatic refreshness is to reduce the trouble of HR manual refresh. The time of delaying the candidate, for the job without recruitment, the responsible HR will suspend the update or remove the position. Candidates are more contempt for the new position to refresh their positions that are not recruited. This is like someone buying a bus. Stand -stop is not allowed to make people. Do you say that it is angry?
2. Resume management
HR should check the resume and manage according to the platform’s corporate background operation specifications, so that the candidate can see his resume state and make corresponding preparations. HR should try not to use the company’s mailbox to accept the resume, so that the candidate cannot see the resume state, maybe this is recruiting, but the candidate may not be related. At the same time The recruitment that is not conducive to the recruitment position will affect HR’s recruitment speed. In order to communicate conveniently, it is recommended to publish the office phone to facilitate recruitment and consultation. As HR, we are doing manpower work. We must not be afraid of harassment by phone. Do n’t you want to recruit people quickly, it is necessary to release the phone.
3. Interview management
Candidates: “I want to ask, what is the result of the interview?”
HR: “You go back first and wait for the news, let’s discuss it”
scene is more familiar? The candidate waited for a few days and waited for a few days without news, so everyone’s summary of the interview results was that there was no news that there was no show. The results of the interview are very important in the interview management, but how many companies are doing?
If surveys, few companies can regulate interview management. Regardless of whether the interview is hired, it is not only the responsibility of the candidate through SMS, WeChat, mail, or a platform through SMS, WeChat, mail or a platform. Candidates have not been able to join the job as expected, and they will also thank the enterprise and HR for their gratitude.
The ability to integrate
The ability of excellent HR has the ability to integrate recruitment channel resources. Whether it is charged, free, circle of friends, WeChat groups, and acquaintances, it can be used, one does not pull, and the recruitment job information is spread to the maximum extent. Recruiting people.
The platforms now provide targeted services such as emergency positions, recommendation positions, bounty positions, top positions, etc. in order to meet the needs of enterprise HR urgently needed recruitment needs. These are effective means for fast recruitment.
In short, as long as HR can recruitment, as long as you can achieve clear ideas, integrate and use resources, and focus on landing, it is not difficult to quickly recruit suitable talents.