The new company has just been established for a month, but what should we do if we encounter a bottleneck in recruitment?

1. Salary and benefits.

The most effective way to improve recruitment efficiency is to make the company's salary, salary and benefits attractive and further guarantee them. Salary has now become the first criterion that everyone considers when applying for a job and finding a job. The rankings in the salary analysis are from low to high. The 25th percentile has a lower salary, the 50th percentile has a medium salary, and the 75th percentile has a higher salary. You can check the current salary analysis results and increase the salary of the recruitment position to at least the 60th percentile. Of course some people will come for interviews.

2. Expand the recruitment website.

--Although on-site recruitment is relatively bleak nowadays, there are still some applicants on the spot. It is more efficient to go to on-site recruitment. If someone comes for an interview, you can immediately take the postgraduate entrance examination to identify suitable candidates. At the same time, you can also collect some resumes of candidates for later use.

--There are many websites for talents, some are talent information networks organized by local governments, and some are national talent information networks, including 58.com, which can also publish resume information.

--The cost of recruiting through headhunting is relatively high. If you really want high-end and urgently needed positions, a headhunting company is a good choice.

At the same time, you can ask your current friends to help you notice suitable candidates, you can also find suitable candidates through friends, and you can also hire people through some special methods. One of our former sales directors was found based on a special method. At that time, this position was urgently needed, and no suitable candidates were found through the senior talent recruitment website. Occasionally while dining in a hotel restaurant, several marketing personnel at our table were discussing loudly how to expand the market and attract customers while dining. I held the goblet to the table and said, "I would like to have a drink with the marketing warriors," so everyone invited me to sit down and drink together. After it was over, everyone left phone calls with each other. The next day I sat down with one of the companies I came to, and ended up with the sales director of that company.

3. Recruitment information.

The content of the recruitment information is very critical. Whether a person goes to on-site recruitment or looks for a job on the talent information network, the first thing he sees at a glance is the recruitment information. The quality of the recruitment information will directly affect the interviewer's decision of whether to "give it a try". There are several points that you should pay attention to when recruiting information: Company profile, don’t make the text too low, and explain the future of the company and the advantages of the product; the description of the position and the promotion channels that can be expected in the future of the position should be clear ; Salary and benefits: According to the explanation in point 1, plus meal allowance, telephone subsidy, transportation expenses, and even rent subsidy (housing subsidy), paid annual leave, year-end bonus, year-end dividend, five days and eight hours policy; employee activities : Directory of employee activities for each year of the organization (such as vacations, parties, bonfire carnivals, company open days, etc.)... Recruitment information will directly determine whether a person will submit a resume or come for an interview. In recruitment information, it is also necessary to avoid using words that make people reluctant to come after seeing them, such as "hard-working", "professional spirit", "able to bear pressure", etc. Enterprises should be cautious about the content of recruitment information and consider it carefully.

4. Employee stock ownership plan.

The employee stock ownership plan, no matter how much it is, will make the interviewer excited. After all, if you own equity in the company, there will be a division of responsibilities. Especially for some companies with small business scale, employee stock ownership plans (especially those in important positions) are a special medicine. It is also recommended that if the company has an "employee stock ownership plan" policy, the employee stock ownership plan should be written in the recruitment information. Of course, the conditions of the employee stock ownership plan can be further elaborated. First, let the job seekers want to submit their resumes and come for interviews at the recruitment site. As long as people come to the interview, the first step has been taken. The relevant policies and standards of the employee stock ownership plan can be explained to the interviewer below.