How to recruit in the off-season

Off-season recruitment is really a painful time for all recruiters. However, there are still laws to follow and methods to follow.

First of all, what position do you need to recruit? How much work? If it is a grass-roots post or a post below the middle level, when the labor market is sluggish in the off-season, I suggest doing some research to see which cities and regions talents in this industry will gather, and then going deep into these areas to study the types and characteristics of media channels. After the bombing of short-term recruitment advertisements, you can organize on-site job fairs to introduce more favorable recruitment conditions, such as career planning, and what kind of job promotion you can achieve in a few years. -This is a job fair in the target place. We need to do some research in advance to lock in the target place and target media.

Secondly, we can contact colleges and technical secondary schools related to the positions we need to build long-term cooperation channels for talent delivery. Here, it is important not to look for famous schools and schools in big cities, but to look for schools with remote locations, little reputation and few ways to find jobs. By predicting the coming shortage of talents in off-season, contacting schools in advance, and implementing the internship and training cooperation of graduates in enterprises for half a year to one year, the difficulty of a large number of people shortage in off-season can be alleviated. An important part here is the need for a good training system. For these college students, it is necessary to carry out unified training, unified ideological understanding, unified professional operation skills, and unified sense of belonging and centripetal force to the company. If handled properly, this is a great force and can be a secret weapon for HR people to ease the recruitment difficulties in the off-season.

Thirdly, it was recommended by the company. A reward policy can be formulated, which includes how much employees will be rewarded immediately after being recommended for employment, and how much employees will be rewarded after staying in the company for one year. Wait a minute. This is the cost of recruitment, which gives employees welfare in disguise, makes employees face the difficulties of enterprises, guides employees to recruit together, expands recruitment channels, and strives to do ideological work to ensure that employees can stabilize in enterprises and grow with the growth of enterprises.

My humble opinion is for reference only.