How to improve the recruitment efficiency of small enterprises

1, a clear recruitment target should be established before recruitment. People who are recruited under inaccurate or incomplete requirements will often bring greater correction costs to enterprises in the running-in stage, and even affect the distribution and execution of work. The system of small and medium-sized enterprises is generally imperfect, and the recruitment work may lack job description as a reference. Therefore, the human resources department or recruiter should guide the employing department to accurately describe the job responsibilities and comprehensive and specific ability and quality requirements before recruitment, and establish clear recruitment objectives. In the recruitment process, we should also keep smooth communication with the employing department to ensure that we do not deviate from the recruitment needs, so as to improve the recruitment efficiency and success rate. 2. Effectively improve the overall quality of recruiters. Every recruitment is a display of corporate image, and the quality of recruiters will affect the corporate image in the eyes of candidates. Enterprises should establish a window awareness of recruitment positions and let professionals guard the entrance of human resources development. Before the recruitment, the personnel involved in the recruitment should be trained and instructed in relevant recruitment knowledge, so that they can accurately grasp the basic information of the enterprise; When transmitting information to candidates, we should seek truth from facts, and do not exaggerate or belittle the treatment provided by enterprises to ensure that the people we recruit really want to come instead of being coaxed by exaggerating the facts; At the same time, the recruitment team should communicate effectively with the employing department, accurately grasp the recruitment requirements, and try to narrow the gap between the recruiter and the employing department; In the end, be professional, be professional. 3. Pay attention to corporate image design and publicity. Small and medium-sized enterprises are not strong, and their competitiveness in attracting talents is not as good as that of large enterprises. In particular, they should pay attention to corporate image publicity. The work level and personal quality of recruiters will directly affect the success of recruitment. Enterprises do not attach importance to recruitment, and the most direct impression is that enterprises do not attach importance to employees. The attitude and talk temperament of recruiters can easily affect candidates' views on enterprises. If the recruiter does not give the applicant a professional impression during the contact with the applicant, it is easy to give the applicant an impression that the overall quality of the enterprise is poor. Enterprises should highlight the advantages of attracting candidates in on-site recruitment, from advertising and booth layout to interview reception, venue layout and visiting enterprises.