How to improve the recruitment efficiency of enterprises

First, strictly control resume screening.

Many enterprises have full-time human resources commissioners who are responsible for the early resume screening. The working ability of the HR Commissioner, the understanding of the recruitment position, and the grasp of the explicit and implicit standards of the candidates will all affect whether the candidates can arrive as scheduled.

The work of human resources specialists is professional in itself, which requires strong professional norms and standards to carefully and responsibly screen resumes. The understanding of the post and the company's requirements for candidates will test the understanding and insight of the human resources Commissioner, and it is necessary to strengthen the understanding of the company's business and future development.

Second, multi-channel interview notice

Now technical means and network tools are convenient and fast, and a short message can complete the notification work, but the fact is that many people have not received it.

After the mass notification, you need to call to confirm whether the job seeker has received the interview message and whether he can attend the interview on time.

If the phone is turned off or stopped, you can send an email to its mailbox and keep track. Through multi-channel notification, ensure that every job seeker can receive the notification and avoid the loss of talent selection opportunities.

Third, the right interview time.

Most job seekers come forward because the interview time is not suitable and they are embarrassed to refuse directly. Most HR send interview notice one day in advance, and most people can't attend the interview as scheduled, especially job seekers.

HR can flexibly arrange the interview time according to the importance and demand of the position. On-the-job personnel can arrange interviews in the evening or on weekends to avoid conflicts with their working hours, so as to improve the examination rate of on-the-job personnel.

Fourth, do a good job in recruitment publicity.

A job advertisement itself is an opportunity to show the strength of the company. The content, description, design and distribution channels of a good job advertisement will bring some positive guidance to job seekers.

Once there is the same interview opportunity, most companies will first choose the company that has a deep memory and a good impression on the job advertisement. In particular, enterprises that publish recruitment information through the internet should use proprietary design pages to distinguish themselves from other companies as much as possible, in addition to the traditional recruitment information release.

Fifth, learn to respect job seekers.

Employment is a two-way choice, and employers and job seekers are interdependent. Although employers are relatively active, job seekers also need respect. If some enterprise HR arranges the front desk and only pours water for high-level interviewers, it is unprofessional to treat interviewers like this.

In the interview process, HR needs to adjust its mentality, treat the interviewer equally, respect others and respect its own work.

In the process of appointment and reception, try to use honorifics such as "you, please, please", and job seekers will have a deep affection for this. More respect will win more trust and attract more talents to join.