How to recruit a filming team

1. Recruitment information must be accurate and attractive

When recruiting, you are very particular about the formulation of recruitment information. It must be accurate and attractive. It generally covers 6 points: company profile, job responsibilities, and job requirements. , work location, working hours, salary and benefits, these six basic points are must-have. The more detailed the better, so that candidates can have a more comprehensive understanding.

Positioning must also be precise, especially regarding job responsibilities and job requirements. You must be clear about these two points. It is not advisable to randomly follow the descriptions of the same positions on recruitment websites about these two points, because each Each company also has different definitions for the same position. It is appropriate to position it according to its own needs to avoid positioning it too vague or too high, which may mislead applicants and delay yourself.

Sometimes we also need to find some like-minded people based on the characteristics of our own industry. For example, those who do infant photography should recruit some steady, meticulous and caring people; those who do wedding photography, You need to recruit people with lively and cheerful personalities, etc., and find the right people based on their own attributes.

Most photography studios are not very famous or are in their infancy, so when recruiting people, you must highlight some of your own advantages, such as the company’s prospects are good, the atmosphere is relaxed, and you have afternoon time. Tea, organized tours every year, etc. It’s useless to talk about it. It’s more attractive to combine it with some examples.

2. Efficiently screen resumes

Screening resumes is a manual job. It often requires reading a lot of resumes and then selecting suitable candidates for invitation interviews. So how to quickly screen them? Let’s share some tips to help you make it easier when screening resumes.

1. Distinguish the sources

Generally, there are two sources of resumes received. One is when we actively search for more suitable resumes and invite them for interviews, and the other is interviews. For these two types of resumes, we need to spend more time looking at the former, because we took the initiative to find them before, so the fit must be relatively high; and resumes that are actively submitted by interviewers are often For overseas investment, the degree of compatibility is relatively low, and you can browse it a little quickly. Of course, there are also some people who have seen the recruitment information and think they are suitable.

2. Rough selection

When looking at resumes, we can roughly screen out some resumes from four dimensions: academic qualifications, professional relevance, Age and working hours, frequency of job-hopping. Educational qualifications can show what level of education the applicant has received; professional relevance can show whether the applicant's major or major is relevant to ours, and how well the fit is; age and working hours can roughly judge the applicant. The applicant's work experience and level; the frequency of job hopping can reflect whether the applicant is relatively stable in the work process. If the frequency of job hopping is high, it means that the applicant is not stable enough. Such people need to be used with caution, and the first three points are also considered based on their own needs. , filter as appropriate.

3. Careful selection

In today’s talent market, most resumes are packaged and falsified to varying degrees. Therefore, after we have roughly selected some resumes, we have to identify them again. For example, it is written in the resume that one is responsible for certain project contents, but the outline is relatively vague and there is no clear process and results. At this time, we can mark it in the resume and ask questions during the subsequent phone invitation or interview process. Look at the candidates' answers.

3. You need to pay attention to interview invitations

After screening the resumes in the above two steps, the remaining ones can be arranged for interview invitations, and the following points should be done when arranging interviews.

1. The invitation time is important

Because some job seekers may still be employed and not resigned, so different invitation times need to be set according to their positions, such as Photographers are busier on weekends and busy with shooting business, so it is more suitable to invite appointments from Monday to Friday. Administrative personnel are busy on Mondays, so it is more suitable to arrange them from Tuesday to Sunday. The invitation time is reasonably allocated according to the busy time of different positions. .

2. Be careful with your words

First say hello, and then introduce yourself. If you are the boss and there is no HR, you should also claim to be the HR of the company. This will not It makes people feel abrupt. After all, you are indeed doing HR work, so it is not a lie. Try to take the initiative when making invitations. Make an offer first to see if the applicant is suitable. If not, make adjustments later.

You also need to provide all basic information, such as the company address, working hours of the position, daily responsibilities, etc., to see if there are any aspects of the applicant that are not suitable, so that adjustments can be made in a timely manner. It is best to add a WeChat account for easy contact. You can also browse the applicant's circle of friends to roughly see some of his details.

3. Keep a cheerful mood when making an invitation

Keep a cheerful mood when making a phone call, because a person’s voice can convey his mood and facial expression at the moment. Try not to Make the call when you are in a negative mood, otherwise it will affect the candidate's judgment of you.

4. The invitation information must be comprehensive

Finally, when sending an interview invitation email or information to the applicant, the content must be comprehensive, including company name, company address, invitation time, and inviter Contact information, etc., it is best to include driving directions, so that the applicant feels very considerate and will have a certain favorable impression of your company.

There are specialties in the art industry. No matter what you want to do well, you must master the tricks. When we recruit talents, if we do the above tasks well, we will be able to dig out valuable talents and bring them to the forefront. He won it in one fell swoop!