Is it a scam for the company to apply for outsourcing talents to Sunshine Auto Insurance because it is under construction?

The first is propaganda and mobilization.

It is not a recruitment plan that leads to any publicity. Publicity should be normal. If a company wants to develop, it must not only have strong performance, but also have social effects, so publicity is essential. In view of our topic in this issue, in order to recruit suitable talents who serve the company for a long time, then publicity work is also the forerunner. What kind of publicity do we usually use? First, we should vigorously promote recruitment websites, especially when choosing colleges and universities for recruitment, with the least cost but the best effect. As long as you provide colleges and universities with enough recruitment places, they will promote your company. Why? The school wants employment rate. As long as you say that the number of people you want to recruit is greater than their expectations, they will generally strongly support your work, unless it is a lack of majors. As long as the school gives you publicity, it is more effective than any channel; Second, you must have your own company's website. As an IT outsourcing company, you can't do without your own website. So in addition to news, you should also highlight the company's performance, projects, staff training, staff style, welfare, activities and so on. This is the best way for candidates to get the first impression of your company. Third, illustrate the company's glory with examples; Fourth, you can exaggerate when promoting the company, but don't increase it in sensitive areas.

The second is the recruitment channel.

Before recruiting, we must first understand what kind of talents we want to recruit and where is the source of talents? Whether it's colleges or universities, society or online recruitment. Make this clear and make a reasonable recruitment plan, which is convenient for our next work. There are many recruitment channels, but not many talents are really needed. Therefore, in addition to the channels, we should also consider whether the employees recruited are suitable for the development needs of the company (if we only recruit for a certain project, I think social recruitment is more suitable, because after the project is over, there is no arrangement for the next project, so we can let them leave at any time, but the result is that it will cost a lot to support). Only in this way can our recruitment purpose be clear and better carried out.

The third is the selection of recruitment targets

The choice of recruitment target is very important. Our aim is to recruit talents to stay in the company and become the backbone of the company (unless you are only recruiting for someone's project). Therefore, the recruitment must be combined with the actual situation of the company, and we can't sell ourselves short, because the employees recruited from colleges and universities are all blank sheets of paper, and what we need is our later training. For social recruiters, experience may be enough, but the requirements for other aspects will increase accordingly. In terms of educational requirements for recruiting employees, you can choose advanced or intermediate. As long as it can meet the needs of the company, it is not worthwhile to lower the recruitment standard, because the low-level turnover rate is still relatively low.

The fourth is to establish an image.

For recruitment, in addition to clear job descriptions, there are also strict requirements for comrades in charge of recruitment. The two most important things are image and communication skills. The image represents the company. Without a good image, no matter how good the salary standard is, no matter how good the position is, it may be false to the applicant, because the applicant thinks that the person in charge of recruitment in the company should be serious, serious, responsible, easy-going or lofty-minded. If you are careless, how can the applicant believe what you say? Second, we must have good communication skills to attract more outstanding talents. With good communication skills, we must have enough self-confidence and the ability to deal with various problems. This requires the person in charge of recruitment to make a request. He not only understands the company's policies, but also has enough analytical ability to deal with the questions raised by the candidates, because he wants to know why the candidates ask such questions and what kind of information they want to get by asking this question. Your every move, every word and deed may affect the choice of candidates.

Fifth, introduce yourself.

At this time, tell us what kind of company we are. First, there should be an easy-to-understand introduction of the industry your company is engaged in, "IT outsourcing", which I don't know very well. I only got a basic understanding of this industry when I was looking up information, but it took me a lot of time to learn a thing or two. Why do I say this? In fact, I want to tell your company that even professional students don't know much about this industry, so we should explain the concept of IT outsourcing, the company's current business scope, the company's prospects, and let the candidates know what the company does in the shortest time, what opportunities he can provide them, what jobs he can provide, and so on. If you can't tell the applicant about the company in a short time, I won't come to you.

Sixth, talk about salary and welfare.

Salary is the most concerned thing for candidates. You said that the salary of your company is similar to that of the same industry, but how much is it? How much do you think they should pay to meet their needs? You certainly don't know, but when you recruit, you should not only compare their majors with those in the same industry, but also compare them with other IT companies, software companies, internet companies and other companies that may apply for their majors. If the treatment of other companies is better than yours, their choice will definitely be biased towards other companies, because the first thing that candidates pay attention to is income. So, have you considered and studied the salary, and considered the place of work at the same time?

Seventh, talk about development.

Apart from paying attention to salary and treatment, the biggest temptation for each candidate is how much the company will train them, what the job will be for them after they arrive at the company, whether they will leave their major, and whether there are any opportunities for promotion. There are no examples. If there are, you can give examples. If not, will your company make changes, and so on. Applicants who are new to the company may know nothing about the company, but what they see and hear after they arrive at the company may change their views on the company. Therefore, whether the company has a perfect talent training mechanism is the guarantee to decide whether the talents will stay or not.

Eight is about humanities.

The company has a corporate culture, but the corporate culture should have humanistic care. People are emotional animals. If you treat them well, they will get in your way. As an IT outsourcing company, it can be seen from the information I have consulted that such companies still have shortcomings in personnel training and employee care, which may be one-sided. But as a company, the contribution of employees must be recognized and affirmed by the company. No matter how the company reacts, as long as employees feel the company's attention, care and care for them, then do it. Similarly, when employees' work is recognized, the relative turnover rate of employees will also decrease.

Nine is to go through the procedure.

Recruitment procedures should be formal, on-site recruitment depends on image, asking questions to see first impression, written examination to see internal strength, and then interview to see reaction. Finally, people who meet the company's requirements should be included in the company. Why go through the procedure? This is to leave a good impression on the applicant. After going through such a procedure, he felt that the company was very formal, which is the impression score.

The tenth is to look at execution.

The company's talent recruitment is not over yet, and the focus is on the later training. When recruiting, everything you say and do should be fulfilled, and the company's system, policies, salary and assessment should be established within the range they think is standardized and reasonable. Only in this way can they serve the company in a down-to-earth manner. Put the promise into practice.

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