How do small and medium-sized enterprises recruit quickly and well?

Everything we do should be carried out around the goal, and we should also find ways and countermeasures. The quality of the method is not whether it is popular, but whether it is the most practical and can achieve the maximum effect. Traditional recruitment methods, online media recruitment fairs, headhunting companies, recommendations, etc. Having a certain market has become the first and necessary choice for a large number of enterprises. They all have their own advantages and disadvantages. Enterprises can analyze the habits of target groups according to the characteristics of enterprises and choose appropriate or combined use.

The innovation here can be to add innovative elements to traditional methods, or to break through the traditional new recruitment methods. Set up a recruitment position in the talent market, type the recruitment position and requirements in Yi Labao or the recruitment board, and then wait for someone to submit a resume. In this way, candidates can't see any image or introduction about the company. The content introduced by the company is strictly oriented. Through the display on the recruitment platform, the content has been strictly oriented, and job seekers can browse for two or three minutes when passing through the recruitment platform to intuitively judge what kind of company this is.

Do you have the strength? Is the environment good? Is the working atmosphere harmonious? Can you improve your skills? In this way, the company's sense of norms, image, strength and affinity suddenly emerged, naturally winning more candidates and greatly increasing the company's recruitment screening scope. Blog recruitment and circle forum recruitment in Weibo are relatively new recruitment methods. Provide employees with perfect statutory benefits. In reality, many small companies cannot provide statutory benefits for employees, so enterprises that provide statutory benefits can gain comparative advantages.

Transparent and open salary performance system, positive, frank, responsible and open corporate culture. Clear promotion channels and talent echelon management methods. Competitive salary and benefits. In addition to statutory welfare, design colorful welfare projects, the level of human resources department, focus on professional recruitment channels, and focus on vertical recruitment websites according to the characteristics of sub-industries. Human resource recruiters have high professional ability. Strengthen internal recommendation. Enhance the initiative of recruitment. At the level of employing department.