What are the recruitment techniques?

For human resources, especially those who are new to recruitment, recruiting and retaining people are both challenges and opportunities. If you do things right, recruiting the right people is easy. Here are a few recruiting tips:

1. Build your own "talent pool"

Spend time developing relationships with university career offices, recruiters, and headhunters. Enable current employees to actively attend industry professional associations and conferences, where they are likely to meet candidates you might successfully secure. Follow job boards and forums for job seekers who may have resumes online, even if they are not currently looking for a job.

2. Use professional association websites and magazines to publish advertisements for recruiting professionals.

Look for potential employees on LinkedIn and other social media. Encourage your employees to recommend friends and professional colleagues they meet online to your company. The key to this step is to find a way to build your own talent pool before demand is generated. Then it will be very convenient to select the right people from the talent pool.

3. Hire a "specific" group of people

A candidate's "past behavior can predict future development", so you should pay attention to such people because they do not need Additional training can perfectly match the company's position, which is why many companies like to poach people from rival companies.

4. Internal priority selection

When recruitment is needed, internal employees will be given priority. This provides internal employees with opportunities for promotion and lateral development, boosts morale, and makes employees feel that their talents, abilities, and achievements are appreciated. Internal campaigns also require interviews, which allow you to get to know them better and also let them know the overall goals and needs of the company.

Extended information:

Recruitment precautions

1. Change the concept. Recruiting is a long-term matter. It does not mean that everything will be fine after the first time a person is recruited. , because new employees generally have a peak period of resignation in the first month, third month, sixth month, and one year. Therefore, only by making more reserves for personnel can we avoid employees leaving their jobs. We hurriedly recruit people. Recruitment usually takes one week to one month. There is a shortage of people and there is a shortage of people.

2. There must be a reserve of personnel. For example, if the position is full of 10 people, you can recruit 2 more people if conditions permit.

3. You must make great efforts in recruiting people. It would be better if you can have people who are dedicated to recruitment. Making great efforts means: be willing to spend time on recruitment and be willing to pay in salary. You will always be better than your peers. If the salary is 500 yuan higher, the recruitment difficulty will be much lower, and the retention rate will be much higher.

4. It is best to recruit people in batches, rather than recruiting one person for each person missing. The advantage of recruiting people in batches is that the training is solved at one time, there is competition and sharing among the new people, and they can learn and compare with each other.