How do small and medium-sized enterprises solve the recruitment problem?

First of all, we must enhance the brand image of the employer. To build a competitive employer brand, we can consider the following aspects: 1 to provide employees with perfect statutory benefits. In reality, many small companies cannot provide statutory benefits for employees, so enterprises that provide statutory benefits can gain comparative advantages. 2. Transparent and open salary performance system. 3. Positive, frank, responsible and open corporate culture. 4. Clear promotion channels and talent echelon management methods. 5. Competitive salary and welfare benefits. 6, in addition to the statutory welfare, design various welfare projects.

Second, the level of human resources department: 1, focusing on professional recruitment channels, and focusing on vertical recruitment websites for recruitment according to the characteristics of sub-industries. 2. Improve the professional ability of HR recruiters. 3. Establish a talent pool. 4. Strengthen internal recommendation. 5. Enhance the initiative of recruitment.

Third, the level of the employing department. 1, with clear job requirements and accurate positioning of talent introduction standards. 2. Enhance the personal influence and charm of leaders. 3. Identify potential employees who leave their jobs in time. 4. Establish a reserve talent training plan to provide interns with opportunities for exercise.