How should I implement company recruitment as a personnel reserve? What are the specific work steps?

Are you from the human resources department? Or are you a VIP unit,

You should have known about these things before the recruitment, right?

Why does it sound like everyone doesn't know what they are doing! !

What you should do is to communicate the ideas of the upper class with the candidates.

As for what they really want, if you don't know, don't make a wild guess.

You'll be sad when someone else runs away,

So, keep running, keep asking, seize the time, even if you get the money, people will still run,

So there is still a period of time before the admission notice, and I have been asking questions all the time, asking questions every day.

E-mail asked, phone asked, and kept asking the leaders how to deal with these people.

Communicate with newcomers frequently, confirm their situation and stabilize them.

Maybe the leader will be angry or the newcomers will make trouble, but when someone sees that you are trying to keep these people,

No one in the company will scold you, and the newcomers will remember you when they leave. Don't make your own decisions.

It is a trivial matter to be scolded at that time, and the couple who really deserve to stay will run away, so they will regret it.

I guess the leader just thought of having a staff reserve.

They haven't decided yet, and they don't want to spend money. They want to keep people.

Not so good, so what you should do is

Communicate with both sides until the leader decides what to do.

In the end, good people will definitely go first.

Those who stay are generally inseparable, so don't be too persistent! ! !