How to recruit the most effective small enterprises?

First: Find a suitable recruitment platform. In the field of human resources, there are many recruitment platforms and the competition is fierce. And location classification is extremely important. Similarly, a talent who is suitable for being a civil servant must go to a special government personnel website to find opportunities. Small companies are not without development and achievements. I'm just not that strong for the time being. Choose the right talents, not picky, give them the opportunity to work quickly, and it is easy to give themselves opportunities.

Second: Give talents a practical feeling. Many companies are not pragmatic in recruiting. Many companies even use fake wages or even no wages to recruit talents. People who have been cheated once will never be cheated again. The person in charge is directly recruited, and it is easy to make a decision on the spot. Save the hesitant link. Save the doubt, consider and miss the opportunity of talent.

Third: real-time docking communication. Solve the information asymmetry and waste the time of both sides' energy. The right person stays, and the wrong person finds another stage. Both sides have no regrets.

Fourth: flexibility. Many talents come for the stage. There are various modes of operation, different profit channels, great development potential and good employment environment. No matter how small the company is, it can retain talents.

Fifth, solve some difficult problems for talents. Not all talents are for hukou, for banknotes. As long as you find the interests you really care about, it is easy to gain a sense of identity.

On the whole, I think the success of the recruitment of this enterprise is that it can really attract talents, convince people, save costs, is not picky about talents, and only recruits according to quantity.

Therefore, small companies can learn from the following aspects:

Quick move: small companies can't recruit at the same starting line as large and medium-sized companies if they want to win in the talent highland. We must use innovative thinking. Only by quickly recruiting talents suitable for enterprise development can we have full development.

Cost: Talent recruitment can save costs. Small companies don't have enough budget to waste too much on recruitment, so they must be cautious and maximize the input-output ratio. There is still a big difference between spending thousands of dollars on advertising on recruitment websites and spending thousands on promotion on advertising websites.

Precision: Recruit the right talents in the right place. The right position matches talents with the right ability.

Retaining people: Full and in-depth communication can strengthen mutual trust, thus reducing the turnover rate.

Salary design: Diversification allows people to develop step by step, and there is enough room for appreciation and salary increase. Have a wide range of career development channels.

Business leaders: willing to let go of employing people. Willing to divide the money and delegate power to talents to do it boldly. Be able to tolerate others' shortcomings and learn from others' advantages. Be able to improve yourself and accept other people's suggestions.

Recruitment automation design: design an automated reply in the mailbox, add V certification in Weibo, and send recruitment advertisements, so that talents can find the person in charge of the enterprise through various channels. Thus, it reduces the trouble of asymmetric intermediary information and the loss of talents by bad pk in resume system. Reduced the distrust of talents.

Recruit people with the help of others: the person in charge of a small company can use headhunters and hr friends with recruitment rights to help send job advertisements. First, it can reduce the recruitment cost. Secondly, we should use professionals to promote our company, which is authoritative, open and cooperative. Thereby achieving a win-win situation.

Recruitment focus: reasonably design the matching ratio of talents. Small companies can consider starting with compound talents and practical talents. At the same time, build your own talent pool. Those who have been to the enterprise but have not been hired, pay attention to the talents from time to time, pay a return visit to the invitation, and see if there are any dynamic changes and new application needs. For those who have worked in this enterprise, giving proper care can also lead to the return. Even encouraging talents to invite and recommend new talents can achieve good results.

Batch recruitment, large-scale recruitment: small companies can easily recruit in batches as long as they get some core talents. Especially if some authoritative talents can join the enterprise, it will have great scale effect and influence on the shock and attraction of others in the industry.