Where can small companies recruit suitable employees quickly?

1, find a suitable recruitment channel.

Nowadays, in order to recruit a large number of employees quickly, the first and only way for many small companies to recruit talents is through recruitment websites and apps developed by them. Although this can quickly meet the number of employees they need, the quality of employees on the network is mixed, and it is easy to recruit unwanted employees. Therefore, it is suggested that small companies should not be stingy with the cost of recruiting people, but can recruit people in the talent market appropriately, because the quality of talents there will be higher and it will be easier to recruit suitable talents.

2. Give job seekers a practical feeling.

Many small companies give people a sense of unease at the beginning of inviting job seekers by phone. The telephone invitation voice is small and miscellaneous, the words are casual and unprofessional, the office location is remote, the office environment is messy, the popularity is scarce, and the salary is artificially high. How can a good person come to work with compromise? Therefore, it is suggested that the office environment of small companies must be clean and tidy, and telephone invitations should be professional and polite. In terms of popularity, you can even ask friends to make up for it, and the salary should be consistent with the online announcement, giving people a good, formal and reassuring feeling.

3. The interview process should not be too complicated.

In the interview process of small companies, multiple interviews are not recommended. It is suggested that the person in charge can interview directly and the image of the person in charge should be correct. Talents with high intentions can be directly identified on the spot, which saves the process of doubting talents, considering talents and omitting talents.

4. Communication should be realistic.

Many recruiters of small companies will publish very high enterprise information on the Internet, but when introducing the company to job seekers during the interview, they are vague about some important information, even when job seekers have raised corresponding questions, which will inevitably arouse the suspicion of job seekers and greatly reduce the image of the company. Therefore, recruiters of small companies must seek truth from facts and ensure the symmetry of information. Don't brag about the obvious weaknesses of some enterprises, or even introduce them.

5. Create a good working atmosphere.

If the working atmosphere of a small company is full of vitality and can make people see enterprising spirit, then even if the company is small, many job seekers will be willing to follow suit.

In the same way, the person in charge can also talk about the initial idea of starting a small company and the business direction of the company, so that job seekers can see that it has a lot of room for development, so it is likely to stay, and I believe it is also a self-motivated and suitable employee. Of course, the premise must be heart-to-heart, not to mention some grandiose and illusory blueprints. ?