How do human resource outsourcing companies find manpower?

The ninth trick of recruitment: DM single page

Distribute leaflets offline and go to some supermarkets, snack streets and commercial markets. Expand the enrollment group and adopt the above three methods at the same time to recruit people quickly!

The eighth measure of recruitment: WeChat circle of friends

Published on recruitment software, such as boss direct employment, Zhilian.58 City, etc. Every day, many people look for jobs on the software, and the probability of recruiting people will be high.

The seventh measure of recruitment: headhunting recruitment

Enterprises can also select talents through headhunting recruitment, but this recruitment method often requires a lot of money.

Wechat friends circle released, found a few good friends, friends circle. Wechat friends circle is a magical place, and there may be unexpected surprises!

The sixth measure: information website.

Enterprises can also choose the same city information network, or 58 cities or market websites to publish recruitment information, which often achieves good results.

The fifth measure of recruitment: give it to professionals.

Personal strength is limited. Enterprise human resources recruitment technology can't keep up with the times. Society is developing and changing in all aspects. We can try to give professional things to professional people.

The fourth measure of recruitment: fresh graduates

Some enterprises think that post-90s graduates are unreliable, unable to bear hardships, easy to leave their jobs and unable to find jobs. They must recruit experienced people. These enterprises often only pay attention to immediate interests and are short-sighted. As a matter of fact, the post-90s generation, like the post-80s generation, has overcome the difficulties without being recognized, and they will become the pillars of society, which is an inevitable trend. If the company has a good environment and living conditions, they will not leave immediately because they are worried about low wages. In fact, most companies only signed contracts with them for one or two years. Since the company doesn't intend to hire for a long time, why should new employees hire for a long time? It is our social responsibility to accept technical secondary school graduates.

The third measure of recruitment: recruitment platform

For example, local recruitment websites and national recruitment websites. Cai Ying, Xuzhou. Com is the best recruitment website in Xuzhou. There are a lot of recruitment information updates every day, which naturally attracts more job-seeking users. National website outsourcing companies such as Zhilian are also using it. As for the statement that the platform restricts outsourcing companies from using its platform for recruitment, it is true, but the height of the road is as high as a foot, and the recruitment channel occupies the first place in all recruitment effects.

The second measure: bring in insiders.

In fact, many companies are using this method, and even reward employees who successfully introduce new employees. But first of all, we should pay attention to the establishment of excellent corporate culture, people-oriented, create a harmonious working environment, abide by the promises between employees and not cheat, so there are vacancies, and employees are willing to introduce people they know to apply. The list of employees in a human resources company shows that 30% of them are recommended by internal employees. (confidential)

The first measure: the combination of traditional channels and emerging channels.

The traditional channel is job fairs. Online recruitment, etc. But these application methods were not popular after 1990s. At this time, we need to use more emerging channels, such as WeChat, Weibo and interactive communities. We still recruit Huang Gao through formal channels.