How does HR do on-site recruitment?

A large number of general workers are only recruited by large manufacturing enterprises, and other companies may use on-site recruitment and online recruitment more, although the current popular trend is diversification of recruitment channels, such as recruitment in Weibo. But as far as the trust of talents is concerned, the traditional recruitment method is preferred.

As for on-site recruitment, in fact, everyone is familiar with it, and some often go there, but according to my observation, there are not many enterprises that can really do on-site recruitment. How to quickly select the basic suitable talents for re-examination in a very short time, how to attract job seekers to the maximum extent in a very short time, how to reduce the waiting time for job seekers to interview, and how to make job seekers face thousands of similar enterprises in a very short time. HR, who is now recruiting on site, has begun to face the embarrassment of not receiving 10 resumes in the morning. Some booths are empty. Even though many re-examination notices were sent, only one-third of the people came to the company for re-examination. The job of on-site recruitment is very hard, one is the hard work of no one applying, and the other is the endless wheel war. How can we do a good job in on-site recruitment? Old HR will share a few points with you, which will definitely play a role in increasing the effect of on-site recruitment.

First of all, we must choose the right time to recruit, and the promotion of the talent market is one after another. It's best to check their arrangement before recruitment. If you recruit a skilled worker, if you walk in front of his mechanic special session, it is conceivable that not many people will sign up. It is best to arrange emergency posts on weekdays, because people looking for jobs on weekdays may be those who are unemployed or eager to find jobs. Management positions or positions with higher skills are arranged on weekends, because more people apply and the range of choices is wider. Don't recruit high positions before the Spring Festival. Generally, companies with high positions have year-end bonuses. If there are no special circumstances, most of them are forced to resign. Don't recruit freshmen after the Spring Festival. Most of them are interns. They have to go back to defend their thesis and go through graduation formalities in less than two months. Unless you can give them a long vacation of 1 month, you don't care whether they go back to the factory or not.

Second, the choice of recruitment location is also very important. There may not be many talent markets in small cities, but there are many in big cities. There are several talent markets, several labor markets, and on-site job fairs organized by the government. As a HR person, you must know the talent market or labor market in your region like the back of your hand, which markets are relatively concentrated, the scope of talent market radiation, and what kind of talents are concentrated in the factories within the scope. In fact, every talent market has its own target customers, which is very important to understand. I once saw someone recruiting general workers in the large-scale senior talent market in the province. It is clearly stated in this market that only people with college education or above and more than three years' work experience can enter. Although this company does not rule out the role of publicity, this kind of nondescript publicity will only make people laugh at HR's unprofessionalism and make talents question the management level of their factory.

Third: before recruiting in advance, you should know the requirements of the position in detail. It's best to talk to the immediate supervisor of the position. Perhaps from his words, you can know the talents he really wants, instead of mechanically recruiting according to the demand list and complaining that the demand unit is too picky, not this or that. Before recruiting in advance, it is necessary to know the salary range and technical requirements of this position, which is a necessary condition for rapid screening of personnel on the spot.

Fourth: If there are two or more people on-site recruitment, it is necessary to divide the work and who is responsible for interviewing which positions. Of course, the positions interviewed need to overlap, otherwise this one will be busy and that one will be idle. More importantly, it will increase the waiting time of job seekers and make people lose. In short, try not to keep the job seeker waiting, even if you have a resume, you should talk to him about your family.