Can you give it to the recruiter in the factory?

It's easy to be a recruiter in a factory. It's easier and more people come, so it's easier to recruit people.

With the change of employment relationship, our recruitment is more like selling vacant positions. If you want to do a good job in recruitment, you must first have sales thinking and sales ability. Mainly reflected in four aspects.

1. Pay attention to detail and experience. D and I both talked about this. They believe that only by doing the details and experience well can the success rate of recruitment be improved. Recruitment advertisement is a window to show corporate image. Many HR recruiters don't pay much attention to JD's writing, especially the presentation of company introduction, salary and benefits, which can effectively enhance candidates' first impression of the company.

L means that you will fully understand and prepare the relevant information of the vacant position before starting recruitment. When inviting candidates, you can state the job requirements and selling points concisely and clearly, and answer the doubts of candidates in time and accurately-this can enhance the interview willingness of candidates and improve the interview rate to a certain extent. Before the interview.

Will track the candidate's itinerary. When the applicant comes to the company as scheduled, all the details will be done, from the reception when entering the company, to the waiting before the interview, the communication during the interview, and the farewell after the interview, which will give the applicant a intimate and warm interview experience and enhance the chances of the applicant accepting the Offer.

2. Take the initiative. Many HR are used to submitting resumes on recruitment websites and waiting for candidates to submit resumes-it is difficult for enterprises with low brand awareness or insufficient job attraction to receive good results. D shared her experience of handing out recruitment leaflets when she was just doing recruitment, which received unexpected results at that time.

If you don't go out bravely, the recruitment may not change.

3. Have a keen insight. D talking about the company's salary is not dominant in the industry at present. In the process of communicating with candidates, we will emphasize the company's advantages in overtime and salary adjustment according to the different concerns of candidates, and also convince some excellent candidates to join. She thinks few companies are useless.

In the process of communication, the success rate of recruitment can be greatly improved by keenly capturing the concerns of candidates and then carrying out targeted "sales promotion".

4. Communication should be in place. Some group friends especially emphasize that when communicating with candidates, the tone should be easy-going. Don't be too official, don't be too straightforward, try to relieve the psychological pressure of the interviewer and let him play his true level.