Hello, I work as an assistant to the factory director in a factory. Now the factory also hands over administration and personnel management to the factory director.

Company recruitment needs to vary according to the city in which it is located, local talent structure and trends, company size and salary structure, and recruitment position categories.

I suggest you clarify your ideas first and then start implementing them:

1. City characteristics and talent structure. That is to first see how many fish there are in the pond and what kind of fish they are mainly, and prepare for casting the net;

2. Understand the business characteristics of the company and the attraction of talents. That is to say, what is the most attractive thing about this company, such as salary, working environment, or scale.

3. Next, understand the recruitment position information in detail, that is, figure out what kind of person you are looking for, and then consider which recruitment channels to use.

4. Channel selection: Based on the above analysis, select appropriate channels and pay attention to cost-effectiveness and feasibility. For example, managers and middle- and high-level technical personnel can use the Internet or newspapers, as well as internal reward recommendations (awards can be set to encourage recommended talents); general technical personnel and general workers can participate in local job fairs, labor outsourcing companies, etc. If it is not urgent, you can take advantage of on-campus recruitment.

5. Rely on specific local conditions to expand other recruitment channels.

That’s basically it. If you don’t understand anything, please ask me.