How to recruit in off-season?

It is really difficult to do recruitment in the off-season. According to years of practical experience, Bert Consulting summarized as follows: First, we should do a good job in the inventory of manpower demand. Although each department has an annual plan, the manpower demand has long been formulated according to the annual plan. However, after entering the middle and late period of each year, the environment has changed greatly, and the unpredictable situation has gradually become clear, which requires a more accurate inventory of the existing manpower and demand. Before the inventory results come out, you can boldly suspend the recruitment work. Don't worry about the situation that the department says "I can't run anymore". You should know that "the method is always more difficult than it is". When a department encounters difficulties, it always says that it is short of manpower. Crowd tactics is the simplest and most feasible method, and it is also the first choice for departments to encounter difficulties. Besides, the employment department has been running for more than half a year and no one has been there. Don't worry that the company boss will blame. The list of human resources usually leads to the review of work objectives and work plans. I believe that most bosses will not object even if they don't support it.

Second, determine the focus of phased recruitment. After the previous demand inventory, I believe we can squeeze out a lot of water, but the work is not over yet, and we must continue to communicate with the employing department. 1 is the setting of communication recruitment conditions. No one applied for the conditions mentioned at the beginning of the year for half a year. Either the recruiter has not released the recruitment news, or there is no such person in the talent market. If the requirements are too high, try to lower the recruitment conditions, redesign the job description, and tell the job seeker what the position is for in a language that the job seeker can understand. 2. Communication recruitment points: what position, how many people to recruit, how many people arrive first, how many people arrive later, and when to arrive at the latest. Tell the employing department clearly the difficulties encountered in recruitment, and now only some key positions can be selected for recruitment.

Third, the use of recruitment channels. The reason why the recruitment situation can't be opened is often that the recruitment channels are blocked. An important job of recruitment is how to find talents, and the key to finding talents lies in the choice of channels. At present, all kinds of channels are open to every enterprise, and no channel is absolutely effective, so we can't have the mentality of "winning the first world war". Be good at using the combination of recruitment channels. Talent market is indispensable, even if it is ineffective, it should be used as a supplement; Headhunters and media are too expensive to use selectively; The recruitment website should be updated in time, and the job name and recruitment conditions should be changed and re-published; On-the-spot, headhunting and Internet are common channels. When these channels fail, we should also consider internal recommendation channels: department heads, employees and new employees. Many companies will adopt the recruitment method recommended by department heads and employees when it is difficult to recruit, but I want to focus on tapping the value of new employees. Recruiters should interview new employees as part of their work, and interview them at least twice before the probation period expires, each time lasting 10 minutes to half an hour. The first purpose of the interview is to understand his adaptation, help him quickly enter the working state, and reduce the risk of losing or not being able to produce performance quickly; The second is: ask him to help introduce new people, who just left the original company. It is the most effective time to recruit people through them when they have the deepest understanding of the original company, the clearest memory and the widest contacts. Newcomers may have doubts about digging people's hearts, so it is more important to interview more and establish a trust relationship. It's best not to go straight to the point as soon as you start.

Also mention a mentality, recruitment should have a sales mentality. At this time, you must have received a lot of invalid resumes, many of which were failed to report for various reasons after being hired, failed when the recruitment conditions were high, and lacked past experience (the experience accumulated in the past six months may be enough). Of course, these resumes may not be valid, and it may take time, energy and telephone charges to call one by one. If they don't do well, they will be laughed at and choked by the people on the other end of the phone. At this time, you can make a beautiful advertisement for the company, just like a foreign trade salesman looking for customers, and send emails to these potential job seekers to recommend companies and jobs one by one, and then communicate by phone after the other party replies. In addition, if you have enough time, you can also look at professional forums and blogs, and maybe there will be unexpected gains. Every enterprise will find it difficult to recruit people in the off-season, but recruiters can't be at a loss under pressure at this time, and they can't be enterprising when the conditions are unfavorable to me. They can still make a difference if they try boldly, break through the limitations of thinking and inertia and make good use of various channels.