How can enterprises attract more job seekers?

Are you still worried about why companies can't attract job seekers? Enterprises must master the correct methods if they want to attract job seekers. The following are the methods I shared to attract more job seekers, and I hope they will be useful to you.

The way for enterprises to attract more job seekers: "frank" career introduction

In the process of contacting job seekers, do you pay attention to job introduction?

Or more often, in the process of introducing jobs to job seekers, do you simply "look" at job descriptions?

Career introduction is an important link for recruiters to publicize enterprises and attract job seekers. Do a good job introduction to make your recruitment more attractive. Through the introduction of relevant positions by recruiters, job seekers can first understand the basic information of enterprises and positions, and then have a strong desire to join the job. This is the recruitment effect we hope to achieve and the purpose of introducing positions.

Therefore, to do a good job in this link, we must focus on the background, popularity, industry development prospects, personal development space, specific work content, welfare benefits and so on. (detailed)

How can enterprises attract more job seekers —— Brief introduction of "promising" enterprises

Company profile, as its name implies, is a brief introduction of the company to job seekers. Many of our HR may think, then this is not simple, just write all aspects related to the enterprise directly; Others may also think that a corporate profile is so concerned? Why don't you write a few words? Job seekers are interested in the position. What does it matter how well the company profile is written?

If you really think so, I'm sorry, you may miss a group of excellent candidates. Because, with the increasingly mature recruitment and employment market, job seekers will not only pay attention to the job itself, but also comprehensively consider information that seems to have nothing to do with the job, such as corporate environment, corporate culture, team atmosphere, development space and welfare benefits, and this proportion is increasing year by year in recent years. In the case that job seekers can't directly contact the enterprise, the enterprise profile is an advertisement to shape the enterprise image and brand, which presents the enterprise three-dimensionally to job seekers through text description. (detailed)

From the post-70 s to the post-80 s and post-90 s who are more interested in novelty and personality, honest and serious recruitment forms have also become a thing of the past. Therefore, enterprise HR must pay more attention when doing recruitment publicity, and strive to catch the eye of job seekers at once and attract more outstanding talents for the development of enterprises.

How to introduce a company to attract more job seekers?

1. How to describe the company's main business?

What can be made public and what needs to be kept secret in the company's business should also be selected with emphasis, and the external caliber should be consistent.

2. The range of facts and data can be provided.

Is what to say and what not to say. During the recruitment process, some people will come to spy on information, including headhunting companies, competitors and your customers.

Therefore, the person in charge of recruitment is required never to disclose some important data to strangers. Everyone should reach an agreement and speak with one voice.

3. How to describe the history of the company?

Be sure to tell the truth and use a unified number of years. For example, the company has a history of 36 years, what did it do at first, and what it turned to later? Tell others in this very professional language, instead of using such vague figures as decades, more than 30 years, or how many years since our establishment.

4. How to describe the vacant occupation: When describing the vacant position, the more professional statement is what department the position is, who reports to and how many people are in charge.

5. How to describe the working environment: Tell the truth when describing the working environment.

How to publish recruitment information to attract more job seekers?

1, cast a wide net

For example, we posted the position of "Auto Repair Electrician" on the recruitment website. Auto mechanics belong to the category of auto mechanics, so the general practice is to publish a recruitment information under the category of auto mechanics. However, we can also expand our influence and publish a recruitment message with the same content, but the position category is electrician. In this way, the recruitment information can be seen by job seekers looking for electrician jobs. Obviously, the audience of this recruitment information is much larger.

Spread the information that the company wants to recruit a position as widely as possible, such as recruiting clerks, requiring women, being able to accept night shifts and living near the company is preferred. In addition to posting on company bulletin boards, canteens, etc. , you can also take the initiative to ask employees living near the company to see if there are any suitable relatives and friends to recommend; At the same time, you can also print out the recruitment information and put it on your desk. When employees who come to the personnel department see this information, if they are interested in recommending it, they can consult in time, and we can also facilitate publicity.

Now some low-end jobs also have certain effects through intermediary recruitment. Therefore, we should maintain a good relationship with the intermediary at ordinary times. Leave your phone number, and call the other party as soon as you need it, so that the other party can help you pay attention; Even if the quality of the personnel introduced by the intermediary is not particularly good, but the basic conditions are met, you can try to enroll. In this case, the intermediary will have the incentive to continue to recommend in the future.

2. Highlight the attraction of work.

For example, packages must be highlighted in large or bold fonts, and this information can even be included in the title of the publication, such as technicians (packages, rooms and boards). For many job seekers, especially those from other places, food, housing and transportation are very attractive.

Do you want to write salary? I think it must be written. If your company's salary is floating, you can write a range. For example, the monthly salary of this position is about 5,000 yuan, but some people can even get about 8,000 yuan. How to write the salary at this time? I usually write 5000-8000 yuan/month, which is more attractive than 5000 yuan.

The company address is essential in the recruitment information, but the traffic information is easily overlooked by us. The work should be more detailed. We can list all the traffic information around the company, such as which bus or subway to get off and how to get there after getting off. Some job seekers have just arrived in a city, and such information is of great help to them. Even some low-end job seekers can't find the traffic route at all, so this information is very attractive to them.

3. Good service attitude

What do you mean by good service attitude? That is to say, we should be enthusiastic and sincere when answering the phone call of job seekers or accepting job interviews. Some people may ask, what does this have to do with publishing recruitment information? In fact, this is an extension of the release of recruitment information.

As you can imagine, when we treat every job seeker with enthusiasm and sincerity, job seekers can naturally feel the beauty of the company through us. At this time, if we tell job seekers that we need to recruit a few more people, will they recommend them for us? Of course it will. So a good service attitude can make our recruitment information spread faster and further.

Finally, recruitment will always put out the fire, and it will never go out. The employing department is pressing hard step by step, and job seekers are slow to join the job, and there are not many channels. What we can do is to optimize every link and dig deep into every detail. When these are done better, our recruitment will be easier.