How to recruit from the perspective of job seekers

Difficult to recruit, difficult to heaven. But just like the product market, if we do recruitment from the perspective of considering the convenience of job seekers while ensuring not to lower the employment standards, I believe our work efficiency will be much improved and the difficulty will be much reduced. First, release recruitment information from the perspective of attracting potential job seekers. Needless to say, job advertisements are for job seekers. However, when many companies recruit, there is no company introduction, no unit address, no job responsibilities and no job requirements in the advertisements. After reading the job advertisement, it is like falling into the clouds. Whether you can submit your resume is probably a struggle. Even after I submitted my resume and received the interview notice, I didn't know that my work place was 2 hours away from my residence. Can I still go? Please ask the recruitment supervisor (Commissioner) to carefully consider the following three questions when publishing the recruitment advertisement: who will see this information, who can submit a resume, and what kind of person will eventually be admitted, and then design your recruitment advertisement according to the answers to the above questions, so as to achieve the final goal. Second, inform job seekers to provide as much convenience as possible during the interview. Some people say that the interview notice should be three days in advance, but I don't agree. In today's fast-paced work, it is really difficult to predict whether the incumbent can take time off for an interview in three days. Therefore, it is still the best choice for the employer to inform you one day in advance. Of course, when I inform you, please tell me in detail the driving or cycling route and the possible problems. If the schedule is difficult, keep your resume information and make an appointment for an interview. It is best to leave the company's contact information and contact personnel after the notice, so that candidates can contact in time when there are problems (unable to arrive on time, canceling the interview appointment, unable to find the interview place, etc.). ). And for those on-the-job candidates who are really hard to ask for leave, it is best to arrange the interview after work or on weekends (after all, it is a minority). Don't underestimate the non-working time interview. First, you can let the candidates feel the professionalism of your employees. Second, job seekers don't have to take time off for this, with ample time schedule and high arrival rate; Third, both job seekers and recruiters can examine each other's sincerity. Third, treat the interviewer as an important client. Unless there is a group interview or a group interview, don't arrange a group of people waiting for an interview at one time. Wasting other people's time is tantamount to killing people for money (Lu Xun's words). Even if it is a segmented interview, we should make good time arrangements, do not engage in other jobs within the scheduled time, and do not arrange too many interviewers in a short time, resulting in people waiting in line. Also remind the front desk or other recipients to pay attention to polite expressions, apologize to the job seekers in case of accidents, and actively coordinate to avoid keeping the job seekers waiting or at a loss. When waiting, it is ideal to arrange job seekers in a relatively quiet environment, and people coming and going easily make job seekers uneasy. No matter whether he is on the job or leaving, no one wants to let everyone know that he is interviewing, and proper privacy is in line with the psychology of most people applying. There is no small matter in human resources, and there is no small matter in recruitment. Remember the six-degree separation theory put forward by StanleyMilgram, a professor at Harvard University? In society, there will be no more than six people separated from any stranger, that is, you can know any stranger through six people at most. The earth has already become a village, and people are not all close neighbors. Pay great attention to your neighbors. He (she) tells his neighbors that your company is good, which is better than saying 100 times. Fourth, take care of the feelings and concerns of job seekers during the interview. A quiet and undisturbed environment is necessary. It's best for job seekers to sit with their backs to the door, so that they can sit easily, and secondly, they won't suddenly knock on the door and be disturbed by intruders. In order to create an equal two-way communication atmosphere, it is necessary for the interviewer to introduce himself at the beginning of the interview; During the interview, it is best not to ask and answer questions involving personal privacy. When there is an embarrassing atmosphere on other issues, we should change the topic in time or give necessary explanations to avoid misunderstanding; Unless you have a certain ability to master the field, and the interviewer who is not rich in interview experience and qualifications should use stress interview with caution, otherwise the job seeker will leave in a hurry or become hysterical. I don't know how you will end up. During the interview, in addition to the interviewer's questions, try to let the job seeker state his own views and opinions, and finally leave some time for the job seeker to ask questions, which will make him feel respected. After the interview, tell the job seeker the basic recruitment process, the longest waiting time and how to reply. If there is any change in the middle, inform the job seeker in time, and don't let the job seeker fall into the dilemma of waiting for the notice and continuing to look for it. Treat all job seekers with your sincerity. It is obviously unrealistic to ask you to reply to all resumes you receive. Although the recruitment website automatic reply system solves this problem, it inevitably makes people feel rigid and routine. If you are asked to reply to all the interviewed job seekers, don't say that you have difficulties. There is a big difference between doing and not doing. No matter by phone or email, unsuccessful job seekers will think that your company is different. Respect begins with everyone you meet, and the concept of "respect" runs through the whole recruitment process to ensure that job seekers will not feel inferior. Even if they are rejected, they should feel better about you than the company they accept. Two mountains can't meet, but they can always meet again. Be kind to those qualified candidates who have not chosen your company for various reasons. Store the application materials and keep in touch from time to time. You can't be colleagues, but it doesn't prevent you from being friends. Maybe as time goes on, all the obstacles to joining this job will disappear, and he or she will become the best candidate for your job. When you have a lot of such reserve talents in your field of vision, the job fair will become more interesting and easier. After a long time, you will feel that there is such a big difference between intentional and unintentional, and doing and not doing it will really be different!