How do enterprises solve the recruitment problem?

Q: I am a small enterprise with only a few dozen people. The biggest problem at present is the problem of "recruiting people". Almost all methods have been used, but they still have no effect. I hope Mr Huang Can can give me some advice. Huang Xinghan: I think so about recruitment. Whether people will come or not is a matter of recruitment methods. People came and left after the interview. This is a question of enterprise attraction. Let's talk about recruitment methods first. First of all, let's analyze the common job-seeking methods of job seekers, such as talent market, newspapers, internet and so on. Different types of talents use different channels to apply for jobs. For example, the post-80s generation has the highest probability of using the Internet to apply for a job, but all recruitment methods have the same problem, that is, job seekers have a lot of room to choose. Therefore, we should consider the characteristics of our "recruitment notice", be different and let job seekers pay attention. Then there must be a platform for job seekers to know more about your company, such as company website and recruitment brochure. You must highlight your company's development vision, competitive advantage, salary standard and job function. This link is very important and is the key for job seekers to choose your business. Nowadays, employees want more than just a job. Next, we will focus on the "attractiveness" of enterprises. I have a unique opinion in the course of "6P- Enterprise Management Mode", "Talents are not recruited, but attracted". The attraction of enterprises to talents will determine three things. First, they can attract talents from outside. The second is to attract existing talents, and the third is that the greater the attraction of enterprises to talents, the stronger the enthusiasm of employees and the higher the work efficiency. So how to improve the attractiveness of enterprises to talents? I summarized the following five aspects in my management practice: 1. The pattern attracts talents. The pattern I refer to is the development space of the enterprise, and it refers to the trust of employees in the development plan of the enterprise. Whether it is a new employee or an old employee, what does it mean if you don't believe that this is an enterprise with development potential? Those here don't want to do it, and those outside don't want to come. One of the reasons why it is difficult for small and medium-sized enterprises to recruit and retain people is that they do not pay attention to the development plan of enterprises and look at it step by step. At least you can't recruit senior talents. So I suggest that your enterprise, with the help of professional management consultants, design a systematic enterprise development plan for its own enterprise, which is the first brick for you to make great achievements in the future. 2. Talents attract talents In today's knowledge economy era, job seekers are no longer as simple as before. They have understood that "if they can work with excellent people, they will be better". Man struggles upwards, but water flows downwards. If a job seeker goes to a unit for an interview and what he sees and hears is relatively low-level, he will refuse this environment. Therefore, I suggest that enterprises should pay attention to systematic staff training and improve the comprehensive ability of management backbone. 3. Atmosphere It is a painful thing to attract talents to work in a chaotic and negative atmosphere. Therefore, the atmosphere is a relatively intuitive factor to attract talents. For example, many years ago, I went to a company to apply for a job. I asked a manager because I couldn't find the reception department. As a result, he said to me, "it's better to work anywhere than here." We are going to quit, so you'd better come here. " I was very different at that time, so I paid attention to the office area and found that everyone in this company was dead, so I gave up the idea of continuing to apply. Creating a good working atmosphere is a systematic project, which requires the professional management ability of leaders and the positive attitude of employees. Regular employee training is a good way to establish a good working atmosphere in enterprises, because to change the behavior of employees, we must first change their values. 4. Salary attracts talents. Salary is the basic attraction of enterprises to talents, and it is also the initial concern. Material needs are also people's basic needs. Even if an enterprise has a good development space, unique products and a good corporate culture, it is still very difficult for a newly applied job seeker. What he cares about is salary. What I mean by salary is not only high salary, but also a scientific salary system, including salary system and promotion system. At present, small and medium-sized enterprises in China are relatively backward in this respect. It is suggested to take more practical management courses of McGonagall Consultants to enrich the professionalism of their own enterprises. 5. Work attracts talents. A convenient job is part of a good life. If the applicant doesn't know what kind of work standards he will be engaged in, then I think most of them will "stand you up". Therefore, it is suggested that your enterprise clarify the job name, job functions and standards when recruiting, which is more conducive to the success of recruitment.