What jobs are hiring at the end of the year?

Every year at the end of the year, it is the slowest period of the year for personnel turnover. Those who are employed are waiting to receive year-end bonuses, and those who are unemployed are waiting for the New Year...

Some companies want to expand at the end of the year. This is a time when production is ramping up, and this is a good time for job seekers to look for jobs.

For the recruitment work at the end of the year, Kelipu will focus on sharing issues such as recruitment channels, methods, and techniques

01

Recruitment channels , method of recruitment

The most common recruitment channels are websites, intermediaries, WeChat groups/moments, QQ groups, promotional poster push, car stickers, internal recommendations, and various media; the demand is large or in the off-season Sometimes, methods such as setting up stalls at fixed locations, going to the countryside, and Douyin promotions are used; in other cases, the amount of internal and external referral rewards is increased, various small gifts, red envelopes, etc. are used to attract.

In fact, looking at these channels, approaches, and methods, you will know the urgency of recruitment; it can also be seen that the most important recruitment method is how to effectively attract people under the premise of increasing publicity. Recommend personnel, collect personnel information, and attract people to interview; only when people come, can you select interviewers to join the company; you can also seek resources from newly hired employees and inform them of recommendation requirements and rewards, etc.

The recruitment channels and methods are all in place, and there is another key point, which is the recruitment advertisement.

Does the content of the recruitment advertisement attract job seekers to be willing to come for an interview?

As a worker, the most important thing to consider when looking for a job is to have enough money; the rest depends on the position you are recruiting for and the corresponding personnel requirements. The personnel needs at each level are different; Some people will also consider industry prospects, company platform, promotion opportunities, etc.

What most companies currently lack the most are front-line workers. For front-line workers, they are more concerned with how much money they have, and basically don’t think too much about other things. When we interview frontline workers, the most common question they ask is, how much is the salary? Has the insurance been deducted? Do I still have to deduct money for meals, accommodation, etc.? … Then when we make recruitment advertisements, we must intuitively reflect the monthly salary amount, so that when front-line workers look for a job, they can know how much money I can earn by looking at the recruitment advertisement, and whether it is within his acceptable range. This salary amount can be called your recruitment highlight in the position of front-line worker.

When the company's salary is not very competitive, then you have to explore the company's other advantages and highlights that attract job seekers and highlight them in your recruitment advertisements to achieve an eye-catching effect. .

As an HR, you need to consider two key points:

First, how to let more people know that your company is recruiting, that is, how strong should the publicity be?

Second, in what way can we more effectively attract the attention of others and allow them to take the initiative to make recommendations, fill in information or come for interviews?

02

Recruitment skills

Recruitment skills, including communication skills in all aspects of invitation, interview, notification and job entry.

After collecting the information, how to invite people to be willing to come for an interview?

Similarly, the company's advantages and highlights should also be stated based on the different demands of each position.

It should be noted that the invitation must provide specific information clearly and in detail, such as the time to a few minutes; the location must be clearly stated, and the WeChat sending location; the company name and contact phone number must be Tell them again and wait, and finally ask the other person if everything is clear. In fact, during this process, through telephone communication, you can roughly determine the other party's willingness to come for the interview. If the willingness is not strong enough, you can ask again if there is anything unclear or you have questions.

Interview: Simply put, it is based on the competency of the position, that is, the required abilities and qualities, using appropriate interview methods to confirm whether the candidate is suitable for the position. HR will confirm the matching of general abilities and qualities with the position; the employing department will confirm the matching of professional abilities. Borrow the rules summarized by Yu Tou, the coach of the Alibaba Iron Army: dig out the details, pursue logic, and ask about physical sensation.

Notification and follow-up: Normally, if you pass the interview and your salary and benefits are determined, you can basically get started smoothly. But in the process of working, we will also encounter situations where the salary cannot be negotiated and we choose not to come, or we are suddenly informed that we will not come, and then give some more objective and irrefutable reasons. Of course, there are also some who are more honest.

No matter what the reason is for not being chosen, HR needs to have an in-depth understanding, dig out the reasons, try its best to answer the candidates’ questions, communicate and coordinate to solve the problems, and try their best.

In this VUCA era, in the fierce competition for talents, if there are suitable and outstanding talents, what HR has to do is to constantly communicate, solve the questions of candidates, and negotiate to resolve existing problems. ; Never give up directly when you encounter something that requires coordination, or when the candidate asks a question. More importantly, HR needs to use its own charm, constantly coordinate and strive for candidates and company leaders, and never give up.

If it is after communication and confirmation, it is necessary to confirm at a specific time point whether preparations for entry are being made; especially if the entry time is late, continuous and regular communication is required to understand the candidate's situation , so as to know the information as soon as possible and solve the problems that can be solved in time.

In addition to these issues that can be handled through communication and coordination, what is more important is the affinity shown during communication, which makes candidates feel valued and belonging, which is very helpful for candidates to make choices.