When is the peak recruitment period for construction enterprises?

According to many years of work experience, the recruitment peak of construction enterprises is generally in March-April and July-September of graduation season. In these two recruitment peaks, construction enterprises should do the following work if they want to recruit suitable talents.

First, deepen the conventional channels, get rid of fertilizer and obtain construction talents.

At the peak of recruitment in the construction industry, a large number of construction talents come from three conventional recruitment channels: online recruitment, on-site recruitment and newspaper advertising. There must be a certain proportion of construction talents who meet the requirements of construction enterprises and conform to the principle of probability and funnel. Therefore, it is imperative for construction enterprises to increase the screening and filtering of construction talents through conventional channels, dig out good construction talents as soon as possible and get in touch with them quickly.

There is also a useful recruitment strategy. If the recruitment of construction enterprises is particularly large and the possibility of internal loss is greater, we can focus on and tap talents.

A large number of recruitment shows that the internal projects of construction enterprises are under great pressure, and some people can't bear the pressure. The entry of a large number of external talents has an impact on internal talents. "Digging people" is the most appropriate time.

Figuratively speaking, when a person attacks with open hands, he pays little attention to his defense.

Second, organically combine channels and be good at publicity.

At the peak of recruitment in the construction industry, construction enterprises should use a variety of channel combinations to rationally allocate resources, and don't put all your eggs in one basket, because the talent market is unpredictable and channel selection is inevitably risky. Channel selection should meet the actual needs of enterprises, and external channels should be combined with internal channels.

For example, a construction enterprise found that the effect of internal talent recommendation was more obvious, so it reduced the external advertising and concentrated its resources on the reward of internal talent recommendation. In propaganda, the linkage of various channels is very important.

For example, brand promotion through newspaper advertisements indirectly promotes the promotion of other recruitment channels; In the online recruitment information, candidates can also learn about the on-site recruitment information of enterprises and gather popularity in advance; The joint job fair can also cooperate with the special job fair for enterprises, that is, some construction talents interviewed by the comprehensive job fair in construction enterprises can make an appointment by telephone to supplement other applicants and hold the special job fair for construction enterprises.

In terms of channel publicity, the principles of "first" and "first two" are very useful as the front page and back page, and the booth should choose the best first two positions. Advertising should also be full of impact, that is, newspaper advertisements. Some companies publish newspaper advertisements that occupy a full page, with distinctive patterns, encouraging words and obvious publicity effects.

Third, speed first, details in place.

Improving the recruitment efficiency can enable construction enterprises to recruit excellent construction talents faster than their competitors, so it is very important to simplify and optimize the recruitment process.

For example, after a construction enterprise attended the on-site job fair on the first day, it screened out the re-examination list on the same day and informed the next day for interview (even if the next day was a weekend), which greatly improved the recruitment efficiency and left a good impression on the candidates.

There are also construction companies that transport candidates to construction companies for interviews (even in different places), especially those positions that recruit more people, such as construction workers. During the peak period, it is very important to broaden the recruitment channels, including resume channels, interview channels, approval channels and green channels (special treatment for special talents).

For example, by means of group interview, multiple interviewers conduct multiple interviews at the same time (one-to-many or many-to-many) to screen architectural talents in batches. In addition to the speed of recruitment, we should also be guided by caring for job seekers, impress candidates with meticulous services, and win the favor of outstanding construction talents.

The following are the details of care for job seekers:

1. At the job fair, many people left because of the long queue. Construction enterprises can set up a resume delivery box, and receive resumes before making an appointment.

2. Some human resources directors of construction enterprises offered their chairs to the candidates, and stood for an interview, which made the candidates very moved.

3. Some construction enterprises provide all kinds of drinks, tea, even fruits and bread to candidates in the living room, which reflects the humanized management of enterprises.

4. At the end of the interview, a construction company gave the applicant a small envelope, which contained a large amount of travel expenses (10 yuan transportation expenses), which formed a good reputation and was really "doing great things with small money".

Some construction enterprises insist on doing job satisfaction surveys to truly understand the job seekers' evaluation of construction enterprises. It is necessary for construction enterprises to form a standardized recruitment service mechanism, so as to make recruitment a window for enterprise brand promotion and form a unique competitive advantage for construction talents.

Fourthly, integrate internal and external resources to attract and retain architectural talents.

Construction enterprises should fully mobilize internal and external resources, such as human resources departments and other modules of business departments to participate in resume screening and preliminary examination, which can reduce the pressure on recruiters and free up their hands to do more important things.

Some professional construction talents who need to be recruited by headhunters in different places can be recommended to construction enterprises for interviews after the initial test of headhunters because of the long distance and high cost. For different levels of architectural talents, we can find different people to communicate within the construction enterprise.

For example, it is best for professional construction talents to let business departments communicate in professional language, let internal social talents convince ordinary workers with emotion, and let middle and senior managers communicate with senior talents, so as to attract and persuade interested candidates to choose this enterprise.

A construction enterprise reached an agreement with the leader in advance. If there are excellent candidates, you can immediately recommend them to the leaders for an interview. The Human Resources Department will lead the candidates to visit the whole enterprise, introduce the history and management of the construction enterprise, and let employees know and agree with the construction enterprise as soon as possible.

In short, recruiters should make full use of internal and external resources, not only regard themselves as a point in the recruitment process, but also jump out of the process to actively promote, manage and optimize the recruitment process, so that more internal personnel in the company can realize the importance of peak recruitment, be familiar with the recruitment concepts and methods, actively participate in the recruitment of construction talents, achieve the peak recruitment goal with higher efficiency, lower cost and higher quality, and lay a solid foundation for the success of annual recruitment and the realization of business objectives.

If the answer from the architectural headhunter of basil can help you, welcome to adopt it!