How does zero-based HR do well in enterprise recruitment?

I think as a zero-based HR recruitment work can be carried out from the following points:

1, to understand the employment needs of various departments. You can contact more business units and think about the demand for talents from the needs of business development. The demand for talents in different development periods is different, which talents are saturated and which talents need to be reserved one year in advance, all based on the familiarity of the human resources department with its own business and the communication with line managers.

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2. Expand recruitment channels. Enriching recruitment channels can avoid being helpless when people are in urgent need. Usually, the recruitment channels of enterprises are: campus recruitment, professional recruitment website recruitment, social recruitment in the talent market, introduction of labor dispatch companies, headhunting and so on.

3. Management technology. Reorganize the resume center that has accumulated a large amount of data, and design a more reasonable recruitment management system with the personnel of the technical department to make technical support more convenient. Modify the description of positions or responsibilities on the company's website, re-plan recruitment for those positions that are demanding and difficult to recruit suitable talents, and design more convenient search opportunities to ensure that qualified job seekers can apply for positions accurately and timely.

At the same time, on the basis of recruitment workflow, capable enterprises can also consider entering a recruitment management system, so that recruitment can also go up a storey still higher!