How HR does a good job in online recruitment

1, put an end to typos in recruitment information. As we all know, if there are typos in a job seeker's resume, he will be greatly impressed and even lose the opportunity for an interview. The same is true for enterprises. When posting recruitment information, if there are typos, it is even more taboo. Lighter, job seekers think that the human resources department is careless, not serious enough and not professional enough; On the other hand, it will be considered that the cultural level of employees in the company is generally reduced. No matter what kind of judgment, it will affect the impression of job seekers on the company and lead to the brain drain of outstanding talents. Therefore, the audit of recruitment information should be cautious to prevent typos.

2. Insist on refreshing any good recruitment website every day, posting similar positions of countless different companies every day and updating them at any time. If you don't refresh your recruitment position, you will soon fall behind. When job seekers search for positions, it is difficult to see the post information behind them, so your job information is not so active.

Now many recruitment websites have a function: the recruitment information will be displayed at the front of the homepage after refreshing, which will obviously improve the display rate of the homepage and let more job seekers see it, so HR needs to insist on refreshing the position every day.

3. Don't recruit the same position for a long time, but hang a position online for a long time. It is easy for job seekers to have doubts. Does the company make fake recruitment without anyone? Is it difficult to apply for this position successfully? Or job mobility? Is the recruitment unit not positioned correctly and I don't know what kind of person to look for?

No matter what kind of query, it will greatly reduce the impression of job seekers on the recruiting unit and affect the reputation of the unit in the industry.

Even if it's not the company's fault, when a position can't recruit suitable personnel for a long time, it's best to suspend the position, try to supplement the personnel with other recruitment channels, or announce it after a while.