How can HR quickly find the perfect candidate in the recruitment process?

First of all, we need to find out what kind of people the company needs. At first glance, everyone thought it was what was written in the job description. In fact, that only shows who can roughly match the job requirements, but it is not enough. So besides job matching, what else do you need to know about who is suitable? Matching degree with the team: for example, what is the overall style of the team? If the candidate doesn't match the whole team, it won't work. At this time, especially the potential needs of the team leader are particularly important. For example, he just needs a girl candidate, or he just likes playing table tennis. Matching degree with the company: this mainly depends on the matching degree between the applicant's personality and corporate cultural values. Secondly, only by knowing what kind of person you are suitable for can you be targeted. At this time, you have to have effective channels to find these suitable people in the external market. Different channel combinations can be used according to the job category and specific needs, and the cost of different channel combinations is different, so it is necessary to design channel combinations according to the cost. Of course, promising enterprises are not afraid of not finding employees. As for how to recruit employees? However, it seems that what is the purpose of coming to your company?

Especially in the face of economic profits of enterprises, can wages be paid on time? Secondly, should enterprises pay social insurance for employees on time? Then there is whether there is a little year-end bonus. Of course, why is it difficult for enterprises to recruit workers? In fact, it is because some enterprises are talking about how excellent they are when recruiting employees, and once they enter the enterprise, there are many problems. Especially in the face of the wage problem of enterprises? There is also the problem of social security payment? Therefore, it is basically no problem for enterprises to recruit employees as long as they do what they should do. It should be said that, in general, ordinary employees are still difficult to recruit, especially in the face of employment difficulties, but high-tech talents are really difficult to recruit. Why are you just talking? Because high-tech talents really need to carefully look at the development prospects of your enterprise and how much salary your enterprise is willing to pay? Therefore, it is particularly important for the development prospects of enterprises. The essence relates to the difference between how to recruit ordinary employees and high-tech talents, not how to recruit people!