What rules do you need to know to recruit high-energy talents?

I often hear HR complain that the recruitment information is ignored and the resume is not submitted. In fact, HR recruitment is also skilled!

1, recruitment information should be detailed: HR release information must include enterprise information introduction, detailed job responsibilities, wages and benefits, etc. , and there must be no typos;

2. Refreshing jobs in time: insist on refreshing jobs every day, so that more job seekers can find jobs, but don't recruit the same job for a long time;

3. Deal with job resumes in time: qualified and unqualified resumes should be given as soon as possible;

4. Establish a talent pool: establish a talent pool belonging to our company and stop worrying about recruitment.

First, the detailed recruitment information content

1. Detailed company information and position information.

Job seekers' understanding of enterprise information and position information often comes from the basic information provided by HR on the Internet.

If the company information provided by HR on the recruitment website is only the company name, but there is no contact number and company address, how many job seekers dare to submit their resumes for the interview?

An excellent HR will definitely bring detailed company information when posting a position. The company's values, promotion channels and various welfare information are not only important factors to attract candidates to submit resumes, but also opportunities to promote the company.

Job information should also specify what needs to be done, what requirements are needed, and even the salary range and working hours should be written on it.

For job seekers, it can only be judged by the information released by HR, so HR should spend more time to improve the company information and position information.

2. Don't typo the recruitment information.

I once saw a recruitment information, and there was a typo in the duties at work. At that time, I thought the company culture might not work.

If there are typos in your resume, HR will definitely have a lower impression of job seekers. Similarly, if there are typos in the information released by HR, job seekers will definitely think that the HR department is not serious and the company culture may be imperfect, which will affect their impression of the company.

Therefore, the information released by HR must be carefully reviewed.

Second, online recruitment should refresh job recruitment information in time.

1. Refresh recruitment information in time.

At present, there are hundreds of companies that publish information on the recruitment website, and there are countless job information published.

HR should log on to the website in time and refresh the position information. When the background is refreshed, the company's job information will still be ranked on the homepage of the website, and the probability of being found by job seekers will greatly increase.

It would be great if we could get to the top.

2. Don't recruit a position for a long time.

For a simple example, a company recruited an engineer for more than half a year and is still recruiting.

When job seekers see this information, they will generally consider two situations: first, the working hours are much stricter than those written in the recruitment, which leads to many unsuccessful interviews or too much mobility; Second, the company itself can't locate what kind of person it wants, but it just temporarily hangs a position.

For such a position, I believe that few job seekers will submit resumes.

Third, the resume of job seekers should be processed in time.

1. Respond to the submitted resume in time.

For the resumes submitted by job seekers, HR should swim quickly, deal with the unqualified ones and enter the interview with qualified ones.

Whether it is qualified or not, HR should give a reasonable answer in time. I have seen an HR explain it when posting a recruitment announcement, and reply uniformly every Friday. This is a very good answer for job seekers who are eager to find a job.

Resume screening is generally to directly eliminate resumes that are easily excluded, such as professional mismatch and age mismatch, and then determine whether to ask for an interview according to factors such as work experience.

Of course, when there are few resumes, you can relax the requirements of professional mismatch and age.

2. For outstanding talents who have not submitted resumes, they can take the initiative to invite interviews.

Some excellent job seekers will also choose the company to submit resumes, so HR can also take the initiative to directly screen resumes that have not been submitted to the company on the website while screening and submitting resumes.

Often these resumes are excellent talents, but they are not delivered for various reasons, and the success rate of HR inviting them to interview will be high.

3. Two points for attention

Note 1: It is not recommended to invite job seekers for an interview when their conditions are very good, and the probability of job-hopping in the later stage is too high.

Note 2: When filling in the relevant information form before the interview, ask the job seeker to confirm by hand that the relevant information is true and effective, so as to prevent problems in the later stage.

Fourth, establish the company's talent pool.

Many companies will ask job seekers to fill in relevant resume information during the interview and put it into the company's talent pool. Even if the interview is unsuccessful, it is very convenient to find, communicate and dig people when the company needs it next time.

Especially when the enterprise is temporarily short of talents, with the talent pool, it will not be impossible to start at that time, so we can only wait for job seekers to submit resumes online.