How is the exhibition attractive?

How is the exhibition attractive? What kind of exhibition can attract you? Know the people you are targeting, find the selling points that attract their attention, do a good job in publicizing the people and believe in yourself. You can do better.

How can disco be attractive? Put down the dance, men must dance with atmosphere. Don't think about action. Swing to the music. Be confident.

How does the forum attract people? To find a good theme, first of all, don't put advertisements. It is necessary to do some publicity everywhere.

I just destroyed my own forum yesterday because it was too cold and cheerless. Although the number of people on the highest line reached more than 50, it was boring and abandoned.

It is also important to have a personalized style.

How do dm sheets attract people, highlight key points, personality and reasonable color matching?

How is magic attractive? First of all, you should be proficient in the magic project you perform.

Second, your acting skills are very important. Try to make up your lines before the performance, be humorous and cooperate with your magic.

The third is clothing. You can't dress too dirty.

How to attract talents? Reprint the following information for your reference.

How do enterprises attract talents?

People are the most important resource of an enterprise. In the increasingly fierce business competition, having talents who are better, more loyal, more active and more creative than their opponents is a more valuable factor in building the strategic advantage of differentiated competition. However, human resources are always scarce. With the development of society, the competition for talents will become more and more fierce. Especially in IT, a rapidly developing industry, it is difficult for small and medium-sized enterprises to compare with large multinational enterprises in brand, standardized management, training and employee welfare, and they have obvious disadvantages in attracting talents. The role of talents, especially leading talents, is often more decisive for SMEs. So, what measures should SMEs take to attract and retain talents?

First, do a good job in design and give talents more responsibility and authority.

It started before the recruitment. For those China elites who have accepted western management thinking in large multinational enterprises, their greatest fate is to learn a set of western management models, but they are not allowed to cross the line and do something "integrating theory with practice". They can only operate repeatedly according to the rules formulated by others. They hope to find new challenges and more space for self-realization. Therefore, providing greater career development opportunities is the most powerful means for small and medium-sized enterprises to attract outstanding talents. This requires enterprises to give talents more rights to license their responsibilities and provide space for talents to implement new management models in enterprises.

Second, recruit talents through multiple channels.

Talent market, newspaper advertisements, Internet, headhunting companies and acquaintances' recommendation are all effective channels for talent recruitment. For small and medium-sized enterprises, generally speaking, don't stick to a certain established model, everything should proceed from actual needs. Recruitment of general management and technical talents in the talent market has its advantages of simplicity and quickness, while it is more difficult to recruit higher positions through the general talent market, which requires supplementary cooperation from other channels. The advantage of newspaper advertising channel lies in its wide information coverage and more application materials can be received. At the same time, it can reduce the blindness of application. The disadvantage is that advertising costs are expensive and time-consuming. Headhunting companies have their advantages in recruiting professional technicians and senior managers, but the recruitment effect is closely related to the service quality of headhunting companies. Therefore, it is necessary to have a deeper understanding of the headhunting industry, evaluate the services of headhunting companies and find the most suitable headhunting company. Network recruitment is a new talent exchange channel, which has the advantages of convenient use, fast information dissemination, fast feedback and unlimited use times during the paid time. With the rapid development of Internet in China, its advantages will become increasingly obvious. Judging from the actual situation of the current use, its disadvantage is that due to the influence of the number and types of netizens, the recruitment effect of talents in it major, technology, civil servants, finance, public management and so on is better. Acquaintance recommendation is also a channel, and some big companies also pay great attention to this. Cisco, for example, takes the form of internal recommendation and frequent contact with employees' personal relationships to attract talents who stay in other companies and don't know whether to jump ship or not.

Third, clearly describe the company's vision

One of the key links to attract talents is the closely integrated recruitment interview season, when the recruiter actually plays the dual role of buyer and seller. The more excellent the talent, the greater his selectivity. For small and medium-sized IT enterprises, especially newly established companies, clearly describe the company vision to the candidates, and on the basis of mastering the needs of the candidates, use the professional skills of human resource management to show the organic connection between the company vision and the personal development plan of talents, so as to achieve attractive positions. Employees who have worked in the same position for a certain number of years will generally look for other opportunities to expand their responsibilities and knowledge, and will also choose a department to do it. Total cash Compaq's salary is called total cash. Compaq will adjust the salary every year according to the level of performance inspection in that year, and the company will hire a third-party company to do a social survey on salary to decide the salary adjustment. Of course, salary adjustment also involves a question: where is the company's strategy in the market? For example, it is currently positioned in the middle of the market, which is about 50%, and the goal is to reach 60%. If the salary is 15%, the goal can be achieved. If the company agrees to this budget, it can make a salary increase table on the basis of the existing standards, and it can raise the salary if this goal is achieved. Otherwise, do not add. Compaq's salary to employees is not fixed and directly proportional to the company's performance, but there is a rule that the company's performance is directly proportional to the company's related expenditure on human resources. If the performance is good, more capital will be invested in employees, which may not necessarily be reflected in salary, but may be more training opportunities, or an increase in bonuses, or inviting employees and their families to travel. In addition, Compaq's overall profit is linked to profit dividends. If the company's profits rise, employees will pay more dividends. There is a formula to calculate this (not disclosed). The vertical indicator is the company's profit, and the horizontal indicator is customer satisfaction. Compaq's approach is very special, and employees all over the world are equal.

"hidden interests"

Compaq will ask you, "What do you want the company to give you?" The company gives you not only money, but also the future and development. Compaq believes that the so-called "hidden benefit" is the "benefit" of career development, which is often better than the visible salary level. Liu Jing thinks that working in a well-developed company is like saving money in a bank. Not only can you "preserve the value", but you will also get a lot of "interest". Compaq is a reputable "bank". In fact, some opportunities do not exist in other companies, but they are different in Compaq. If you used to be a salesman and want to make products now, Compaq will let you take one person first. He will be familiar with sales in a few months, and you can transfer to the product department to do the work you are interested in, which is almost impossible in other companies. This is actually an opportunity for personal career appreciation. Unlike most companies, Compaq rarely uses "salary increase" to retain people. If employees use this as an excuse to change jobs, Compaq will generally not offer even three times the current salary to "dig" people, but just see if his current salary is in line with the market price. If so, you will be indifferent to the east, west, north and south. If not, you will get a raise according to your performance. In Liu Jing's words, each company can pay three times the salary of its competitors. The key is: is it a principle of keeping people? In Compaq, this is not the case.

Of course, Compaq will not say that my opponent gave me three times and I gave 1.5 times to try to keep people. First, it is unfair to other employees; Second, it may disrupt the market. Compaq's salary adjustment should be "around the market" rather than "around an opponent".

Promotion = Ability+Opportunity

The promotion factors of employees, the first is that the company should have vacant positions; Second, job performance can support you to take on more responsibilities; The third is that your own interests should be consistent with this position.

If the employee thinks he is suitable for a higher position, your manager thinks so, and he can be promoted immediately; If you think you can, but the manager thinks that although the business is doing well, it is not suitable for being a manager, then the human resources department will call you and the manager and ask what training can help you. When you meet the requirements, you will be promoted. Due to the rapid development of the company's business, there is no situation where vacancies cannot be found.

How to attract resumes can be noticed from the following aspects:

Tailored employers want to know what you can do for them. Vague and general resumes will make you lose many opportunities, so be sure to avoid the sameness of resumes. If you have multiple goals, you'd better write multiple resumes. Each copy focuses on the characteristics and requirements of the employer, highlights the corresponding key points, and shows your attention and love for the employer.

"pleasing to the eye" we first choose a resume that looks comfortable. Some people, in order to seek novelty, take pictures of beautiful women on the cover and use strange words; Some resumes are written like medical records, messy and badly polished. We generally don't read such resumes and just eliminate them. "The personnel manager of a well-known company said so.

Content is everything. Your resume must highlight your experience, abilities and past achievements. You need evidence to prove your strength. Remember to prove your previous achievements, what benefits your former employer has gained, including how much money and time you saved him, and explain what innovations you have.

Explain your experience and ability as accurately as possible, and don't exaggerate or mislead. Make sure what you write is the same as your actual ability and work level, and also write down the company and time you worked for. If a certain detail of your expression or material makes people feel suspicious or uncomfortable, you may miss the opportunity.

Figures show that it is far better to highlight your past achievements with titles, numbers and names than some empty adjectives. Using digital language is the key to improve the gold content of resume, such as "the implementation of the new personnel policy has reduced the absenteeism rate and personnel adjustment rate by 27% and 24% respectively".

Pay attention to the use of influential words, and at the same time, pay attention to: employers always think that typos indicate that people's quality is not high enough, and they hate typos and other words. Many personnel managers say, "I won't read it if I find a typo."

To sum up briefly, this is a good way to attract the attention of recruiters. "Summary" can write down your most outstanding advantages, but it is best to match the position you are applying for, rather than saying yes all over the sky. The smartest thing to do is to tell others that I can do this job well, not all the work well.

How is the novel attractive? It depends on everyone's experience. The landlord has a good literary background. You can set one or more suspense, for example, a person is mysterious, so that readers have the feeling of reading on, and you should have the quality of not being afraid of being scolded, because you have just started, huh?

How to attract people and mobilize others to watch your party, first of all, let your propaganda be creative and give others a bright spot visually!

The second most important thing is the quality of the party. If the party content is not good, even if someone goes to see it, they will leave!

To arouse the atmosphere of the party, it is essential to play interactive games with the audience! And prepare gifts for the audience! As for what kind of interactive game it is, it's up to you to use your own brains!

I hope my suggestion can help you a little!

Besides playing emotional cards, how to attract talents to return to China for development is to let them see hope. Why do these talents leave their hometown to wander outside? First of all, we must satisfy our own desires, which includes great things such as ideals and ambitions. Then why did they choose North, Guangzhou and Shenzhen? Because these places, social resources, human resources and other rich resources have built a platform for them to make full use of what they have learned in their lives. Only here can they get closer to their dreams and goals! If we want to attract talents to return to China for development. The first thing is to attract investment, build bridges and pave the way, and let others see hope. Don't tell me what is for my hometown and people. To tell the truth, not many people in real life have such noble sentiments! If you can't realize your ideals and ambitions, what can you do to defend these noble sentiments? Suppose a new electronic technology, new energy R&D talents belong to your hometown, and you don't even have a corresponding industrial park. What do people come back to develop? All kinds of software and hardware are not up to standard! How can you let people go! When the economy of a region is driven, more and more thousands of civilians will come to this place to work, develop and survive! * * * What we have to do is to relieve the worries of these people and take the lead!