Effective strategy of recruitment strategy

First, explore the power of connections.

In the recruitment channels of enterprises, internal recommendation has always been indispensable, and its recommendation method has long been proved to be one of the most effective ways to find passive candidates with professional experience that enterprises need. However, due to the limited scope of internal recommendation and the narrow choice of enterprises, it is impossible to replenish personnel in a short time, which affects the efficiency of recruitment to some extent. Enterprises are forced to rely on external recruitment to make up for the lack of internal recommendation.

The emergence of social networks is a brand-new "upgrade" to internal recruitment: social networks gradually transfer offline social information (interpersonal relationships, etc. ) online, and professional networks make it easy for people to maintain these existing relationships and establish new ones. In today's workplace, elites who know how to use other people's abilities, experiences and wisdom in interpersonal networks are always the first to succeed. People always try to broaden their social circle and establish contact with people who have the ability to sell themselves.

Therefore, when a company posts a job position on social network, it will spread quickly, widely and accurately in the exclusive circle, and its registered members can recommend their familiar and well-known friends to apply. This method actually moves the traditional internal recruitment model to the social network platform, but it has a wider scope, more accurate communication and faster communication. Social networks exert the power of connection. When people's personal connections migrate to the Internet, these personal connections become the most urgently needed candidate resources for enterprise recruitment managers. People gathered together on social networks either have the same professional or industrial background or have the same hobbies or specialties. After a recruitment information is published in a certain circle, it will spread in dots, and it will soon be obtained by a group of target people, and the accuracy will be significantly improved.

For example, the human resources department of a company posted the recruitment demand for a director with an annual salary of 500,000 yuan online, and posted a reward of 2,000 yuan, which was paid immediately after the recommendation was successful. Someone's friends, and friends of friends, that is, some strangers, can see the recruitment information, and they send some suitable candidates' resumes. After preliminary screening and matching, the accuracy of resumes seen by human resources departments of enterprises will also be greatly improved.

Second, aim at the crowd and take the initiative to attack.

Finding active candidates is only an important part of recruitment. The biggest feature of social network recruitment is that enterprises may find passive candidates. However, this requires the initiative of recruiting managers.

Using social networks to find and hire passive candidates is the biggest benefit that enterprises get from social recruitment. In the social network era, recruitment is a two-way communication: companies are looking for suitable candidates, and candidates are also looking for companies. This means that the human resource manager of an enterprise must change the traditional recruitment strategy of "waiting for him" and take the initiative instead.

In the information age, professional social networks pay more attention to real-time interaction with target candidates, and have more advantages than traditional recruitment websites in maintaining the attention of middle and high-level candidates and displaying the employer image of enterprises. The recruitment method based on social networking sites brings fun to the interaction between job seekers and recruiters. The former attracts "headhunters" by perfecting their professional information and creating their own business cards on social networking sites, while the latter can discuss related topics of vacant positions with some netizens in the circle of social networking sites. Through this interactive way, you can accurately understand the candidates' professional skills, background and other details. On this basis, the interview is obviously efficient.

However, all the above work must rely on the initiative of human resources managers, in addition to actively hunting passive candidates, but also actively active in relevant circles. For example, the company's corporate culture and development vision are published through the exclusive circle of professional social platforms and passed on to employers.

Brand image; Or take the initiative to find those active candidates in the exclusive circle and evaluate their performance.

Finding and finding passive candidates on professional social platforms depends not only on the mutual recommendation of network resources, but also on the performance of enterprises on social networks. Because of its informal, colloquial expression and openness, social networks are attractive to both active and passive candidates. However, if the content published by the company seems to have obvious sales intention, it will give people the impression of being outdated, mediocre or dishonest. Therefore, hiring managers should pay attention to the communication language and habits of enterprises on professional social platforms when publishing information on social networks.

Whether it is the traditional bulletin board online recruitment mode or social network recruitment, the release of recruitment information is an indispensable part of enterprise employer brand building, and a large part of the income of traditional recruitment websites comes from recruitment advertisements. If employees, customers and competitors can't see the trace of the enterprise on the professional social platform, their intuition is: this is a conservative company! Professional social network platform can not only expand the coverage of social recruitment, make candidates familiar with and understand the company's culture, but also provide an opportunity for the company to show people the open and sincere image of the company and gain more opportunities for candidates to favor it.

Third, continuous analysis and improvement.

10 years ago, when online recruitment swept across the country, the recruitment strategies of enterprises were also adjusted and improved. Today, with the maturity of social networks, it is time for enterprises to adjust and improve their recruitment strategies.

First, enterprises need to establish a social recruitment process. Social networking technology can help recruiters communicate more effectively than before, and it is easier to manage candidate relationships. Recruiters should give priority to those professional social networking platforms when choosing social networking platforms, which is based on the structure of their membership database. Professional social platforms are more capable of mining relational databases.

Secondly, at present, the usage rate of social networks has exceeded that of web mailboxes. With the communication becoming more and more socialized and networked, the recruitment channels and modes of the company must also be socialized. In order to better target candidates, enterprises should be prepared to constantly improve social recruitment strategies. In other words, the recruitment targets of enterprises have been slowly "migrating" to professional social networks, and the recruitment strategies of enterprises will inevitably be revised accordingly. Setting up a home on the professional social platform can not only attract the attention of active and passive job seekers, but also be an effective way and channel to enhance the brand of enterprise employers.

Third, pay attention to the interactive influence of social networking platforms. Socialization is a great challenge to the content management ability of enterprise social networks. It is easy to influence the employer's brand because of some small mistakes, and it may also make the company the darling of social networks because of the appropriate content. Therefore, when publishing content information, enterprises should accurately convey corporate culture and information, and make timely adjustments and improvements. This requires enterprises to change their thinking and realize that any information posted on professional social platforms will be delivered quickly, unlike the one-way posting of traditional recruitment websites.