How to manage a two-person recruitment team more effectively?

Give you a few cases, hoping to inspire you.

A shell company in Hong Kong believes that in order to promote employees' best performance, it is necessary to guide employees to find and feel job satisfaction. To this end, the company has taken three major measures:

(1) Increase employee participation opportunities. In order to improve cost-effectiveness, the company often invites employees from different departments to participate in different working groups for discussion. Everyone is most familiar with their own working procedures and knows how to control costs. The increase in participation opportunities has effectively stimulated the expertise and potential of employees.

(2) Stimulate the creative potential of employees. Every year, the company takes employees outdoors and tries high-altitude walking, shooting, climbing columns and other difficult activities to improve their spirituality to adapt to external changes and cultivate their quality of courage to accept challenges. The theme of outdoor activities is: "liberating the inner potential of employees." The company firmly believes that everyone has potential and encourages employees to give full play to their creativity.

(3) Designing employees' career planning. The company thinks it is very important to help employees keep a balance between body and mind. The company launched an employee development plan and cooperated with consulting companies. The scope of this service includes four aspects: professional personal consultation; Performance management consulting; Retirement counseling; Healthy living counseling. All kinds of employees are taken care of and all expenses are paid by the company. Employees can make an appointment to meet with the counselor by telephone.

Second, the practice of Nortel Networks in Canada is: Never let an employee hold a position until he retires. The company believes that in order to stimulate the enthusiasm of outstanding talents, simple material rewards are only a temporary solution. With the passage of time, the material level of employees has improved, and the incentive effect of salary will gradually decrease. Therefore, the company pays more attention to helping employees design career development plans in motivating employees. After two years' work, employees of Nortel can get the opportunity of job rotation, which effectively stimulates their potential.

BASF's basic principle of motivating employees is that the work assigned to employees must be suitable for their working ability. Different people have different working abilities, and different jobs also need people with different working abilities. Therefore, the task of enterprise managers is to ensure that the assigned work is as suitable as possible for each employee's interest and ability. In this regard, the company has adopted six methods:

(1) Know exactly the interests of employees;

(2) Comprehensive analysis of employees' abilities;

(3) Formulate work specifications in time;

(4) objectively evaluating work performance;

(5) The system stores relevant data;

(6) Recommend relevant talents fairly.

I hope it helps you.