What preparations should be made to recruit in the talent market? I just graduated and the company asked me to go to the job market for recruitment. I didn’t know anything. Hope for advice

In this special period of economic downturn, not only is it difficult to find a good job, but it is also difficult for organizations to recruit suitable talents. However, the recruitment work of the human resources department should not be delayed. The best employers will never forget to improve the construction of human resources systems at any time. Consultants from Hewitt Consulting Co., Ltd. said, "Re-examining the recruitment process can improve the quality of future candidates, thereby ultimately saving recruitment costs for the company. People often Ask, now that we are no longer recruiting, what else should we do? In fact, any organization must face fierce competition for talents in the industry. Recruitment is the first link in the enterprise's production line. If you can make this link If it runs smoothly from the beginning, the organization will get better and better."

With costs under control, here are some ways for HR departments to re-examine and innovate their recruitment efforts. , make this link better.

1. Re-understand the business of each department

When a talent in an important position is lost, it is difficult to recruit suitable talents in a short period of time. Sometimes it is because the human resources department itself is not familiar with the business. The business of this department is not very clear. When there is an urgent need to recruit people, the candidates recommended by the human resources department often do not meet the needs of the department manager. Therefore, the human resources department must know as much about the business of each department as the human resources major. During this period, you can have more contact with each business unit and think about the needs of talents from the needs of business development. The needs of talents are different in different development periods. Which talents are saturated and which talents need to be reserved one year in advance are all based on the human resources department. Familiarity with department business and ability to communicate with line managers.

2. Improve the recruitment network

Many organizations do not know how to use recruitment resources. This is the time to improve the network. Establish connections with resources that you have dealt with before to ensure the delivery of senior talent in a timely manner. For example, use recruitment websites, magazines, and other recruitment tools. Discuss with these organizations how to improve your high-level talent pool. You can also contact candidates recommended by everyone. This is to prevent you from being caught off guard in future talent wars.

3. Management of technical links

Reorganized the resume center that accumulated a large amount of data, and worked with the staff of the technical department to design a more reasonable recruitment management system to make technical support more convenient. Revise the job or job descriptions advertised on the company's website, redo recruitment plans for positions with high requirements and where it is difficult to recruit suitable talents, and design more convenient search options to ensure that qualified job seekers can apply for positions accurately and in a timely manner.

4. Face the candidates’ doubts calmly

Many senior executives are unwilling to change jobs during the economic downturn. The most important reason is that the reputation of some employers is getting worse and worse. Rumors within organizations have received increasing attention and challenges from the business community. Rather than being passive and distressed about this, the HR department should face it calmly. You first need to figure out what the candidate cares about most about an employer, and then see if those issues already arise in your organization. If the employer has a good reputation, then use this advantage to recruit talented people. If the employer's reputation has been damaged, it is critical that you explain to the candidate how you deal with these problems. In many cases, both parties to the interview are well aware of this, but no one takes the initiative to mention it. As a result, the candidate inquires through other channels to deepen his doubts, and finally gives up applying for the position. Therefore, we must explain all this calmly. Of course, as the human resources department, in addition to explaining the work, we must actually solve this problem so that the organization in the downturn can recruit outstanding talents and prepare for the future development of the organization.