How to recruit people quickly in the off-season of recruitment in July?

Many HR complained that the recruitment situation in June and July was so bleak. Not only did they not invite candidates, but they even submitted very few resumes.

So how can we recruit the right candidate in the off-season?

Try the following methods to see if you can turn things around.

Community initiative

In fact, the community can not only passively join others, but also actively establish its own group!

Now many HR recruiters are no longer waiting for them. They will take the initiative to build a WeChat group, attract people to join the group by publishing some free materials or free PPT, and then quickly attract a group of professionals.

So that I can post job advertisements in this WeChat group in the future.

Learn to use search

It is suggested that you should not filter your resume with the optional conditions that come with the website.

Because there are too many resumes screened out in this way, they usually have a low degree of fit with our positions.

In this case, we may still have to spend a lot of time screening. A better way is to search for resumes by setting keywords.

The keywords that can be used here include job title, responsibilities or functions involved in the job, industry category, project name, software name, names of some skills and so on.

If one keyword is not enough, we can try more keywords. You can also search two or three keywords together, which is more directional.

Personal network construction

To put it bluntly, it is to make more HR friends or candidates in the same industry to recommend each other.

When using personal relationships, we should also pay attention to two points. First, relationships need to be maintained. If you never associate with people at ordinary times, why should others help you when you need them?

Second, help is mutual. If you need others' help, you should be ready to help others.

Of course, this principle of mutual assistance is on the premise of not harming the interests of the company.

Optimize the recruitment process

90% of recruitment is defeated by words. Recruitment invitation is actually a process of initiating an invitation. The invitation was unskilled and passed without meeting. Sexy is also a technical job.

In the process of communication, honorifics can be used as much as possible. Some standard questions must be prepared in advance, such as self-introduction, company introduction, company development strategy, career promotion channels, etc.

It should be noted that it is best to skillfully integrate the advantages of the company into the whole telephone communication process.

When arranging an interview, you must pay attention to the details.

For example, let the candidates not wait too long. Once, an excellent candidate left because he waited for nearly 1 hour without seeing the interviewer slam the door. We'll contact him later. The company has been hacked by him.

Individualization of recruitment positions

In this era of internet information flooding, many users will directly filter out too common titles, let alone read your recruitment content.

Therefore, the recruitment title must be concise and eye-catching first to attract people, and Rory's verbosity will only make people bored.

Secondly, the title needs to be personalized and arouse the curiosity of job seekers through the title.

Attract recruitment content

Enterprise description and introduction

Recruitment information should not only introduce the relevant information of the enterprise to job seekers, but also stand in the position of job seekers and tell them what the enterprise can provide, such as working environment and growth space.

This step should be professional and concise. A good start gives a good impression and is also a key step to enhance the company's image.

Perfect job description

Accurately describe the responsibilities of each position.

What is the daily work of this position? How to integrate into the team? Why do job seekers want this job?

When describing each position, we should try our best to "sell" the position to job seekers and attract job seekers with corresponding abilities to apply for this position, rather than simply describing it carelessly.

Clear recruitment objectives

Including the job nature and business type of the recruiter, as well as the age, education level, work experience and technical expertise of the recruiter.

What skills does this position require? These determined skill requirements should also be clearly reflected in the recruitment information.

The clearer the description, the easier the next recruitment work will be.

The welfare benefits are comprehensive.

This content should generally indicate the amount of monthly salary or annual salary, indicate the implementation of standard holidays, whether to solve housing, whether to arrange family members, etc.

Welfare policy is very important to attract talents.

Most job seekers will not apply for this position if they don't see the salary information in the job advertisement.

Therefore, for the salary and treatment of each position, it is best for enterprises to indicate a general scope.

Clear interview procedure guide

What do job seekers want to do next after reading the recruitment information? Do you submit your resume by email or apply through the recruitment website?

In the recruitment information, there should be clear and clear guidelines for interview procedures. Clarifying the interview process can reduce the consultation time and make it easier for recruiters and applicants.

It is best to make job seekers feel that your position is urgently needed, so as to improve the enthusiasm of job seekers, especially the company really needs talents in this field.