How to make online recruitment more effective?

To be a professional and sophisticated HR, using online platforms is not just about focusing on recruitment advertisements, but also paying attention to many details. If you do something that others have not thought of, you will already be ahead at the starting line. The following analyzes the recruitment process one by one to resolve various confusions that HR has in using online recruitment platforms.

Before the recruitment advertisement is released

HR does not fight unprepared battles. The competition with other companies for talents has actually started before the advertisement you wrote is released.

The first is to dig deep into demand and accurately grasp recruitment keywords. On the one hand, it effectively attracts attention and allows applicants to learn more information within a limited time after seeing it. On the other hand, let the candidates feel the core characteristics of the posted position, so that the resume content you receive is more in line with the connotative characteristics of the position.

The fifth is to integrate the company’s job information. The company will have positions released in different periods, which requires a standardized display method. Is it a classification indicating the position system, or is it a text-based explanation? Just like a troop gathering, if a soldier's hat is crooked, it will directly make people doubt the combat effectiveness of this troop.

When the recruitment advertisement is released

When you arrive on the battlefield, you must not be rash in every step. Stay vigilant, improve the details, and strive for the final victory.

First, carefully understand how to use the website in detail and keep the job information complete and accurate. Different websites have their own characteristics in backend use. Even the same website may change after some adjustments and updates. HR must not be blindly confident and review it carefully with a learning attitude. At the same time, you can also consider the original intention of setting it up like this, which will help you make better use of this website.

Second, choose the content and wording of the recruitment notice carefully. If there is too much content, the audience will skip it; if there is too little content, the company’s advantages and position characteristics will not be sufficiently displayed. Some words are sensitive, so use them with caution. Some words are cliche, so use them instead.

Third, check the release effect in a timely manner. After publishing, be sure to log in from the outside to check whether there are any discrepancies, whether the information for each recruitment position is accurate and complete, and whether the templates for different recruitment positions are consistent. Understand the perception of your audience, and remember that all the work you do is to attract the people you want to attract.

Fourth, it is necessary to refresh in time and keep the posted position at the front when the audience browses. There is a lot of online recruitment information and the position is at the front, which can effectively attract the other party. Some websites have automatic refresh settings. If the recruitment task is urgent, it is recommended to refresh manually. Moreover, try different refresh times yourself. If you can find a time point that has a large impact on the volume of resumes, then fix this time.

Fifth step is to search the resume database. If the company purchases this service at the same time, it can be used. For some people who are not in a hurry to find a job, or some high-end talents, this method is effective, similar to tapping potential customers.

After the recruitment advertisement is released

As long as the job information has not been removed, there is still a lot of work to be done, so be careful not to end at the beginning or end at the end.

The first is to analyze the resume situation and improve the work. The backend of some websites will provide an analysis of the resume acquisition situation for each position, from which HR can discover some characteristics and patterns, and then adjust the recruitment work. If the website does not have this function, it is recommended that HR analyze the recruitment emails through the software system used to receive the emails. Commonly used software such as Outlook can generally count the number of emails by keywords.

The second is to manage the recruitment positions after completing the recruitment work. Some contracts stipulate that job postings are billed based on the number of postings during the contract period, rather than the number of positions. This will result in the company not stopping job postings even if a suitable candidate has been found - in case the candidate leaves. , you will have to pay an extra fee if you post a job again! This is a helpless reality, but the company’s recruitment information is untrue and will damage the image in the long run. Therefore, it is recommended that HR at least ensure that this uninterrupted position does not refresh again and allows it to stay at that point in time. Some companies publish false recruitment information and use it as a means of publicity. I really disagree.

The third is investigation and research and continuous improvement.