How to do HR recruitment better?

1. Detailed introduction to the company and position

For online recruitment, job seekers can only understand the recruiting company and position through pictures and text. At this time, if Giving full play to the role of text and pictures will definitely increase the interest of job seekers, enhance the information for choosing a company, effectively improve recruitment efficiency, and at the same time better promote the company's brand.

So, please spend a few more minutes to improve your company introduction and recruitment position description to improve the recruitment effect

2. Eliminate typos in recruitment information

< p>Everyone knows that if a job seeker has typos in his resume, his impression will be greatly reduced, and he may even lose the chance of an interview. The same goes for companies. When companies publish recruitment information, it is even more taboo if there are typos.

At the least, it may make job seekers think that the human resources department is careless, not serious enough, and not professional enough; at worst, it may make the company's employees think that the cultural level of the company's employees has generally been reduced. No matter what kind of judgment is made, it will affect the job seeker's impression of the company and lead to the loss of excellent talents.

Therefore, recruitment information must be reviewed carefully to avoid typos.

3. Insist on refreshing positions every day

Any good recruitment website publishes countless similar positions from different companies every day and is updated at any time. If your recruitment positions are not If you refresh, it will soon be queued to the back. When job seekers search for jobs, it is difficult to see the job information at the back, so your job recruitment information will not be so active.

Nowadays, many recruitment websites have a function: after the recruitment information is refreshed, it will be displayed at the front of the homepage, which significantly increases the display rate of the homepage and allows more job seekers to see it, so HR needs to insist on it every day Refresh jobs.

4. Do not recruit for the same position for a long time

Posting a position on the Internet for a long time can easily make job seekers question whether the company does not need people and is doing fake recruitment? Yes Isn’t it difficult to successfully apply for this position? Or is the job turnover high? Is the recruitment unit inaccurate and you don’t know what kind of person you are looking for?

No matter what kind of questions, job seekers will have questions about The impression of the recruiting unit is greatly reduced, which affects the unit's reputation in the industry.

Even if it is not due to the unit, when suitable personnel cannot be recruited for a position for a long time, it is best to suspend the position and try to use other recruitment channels to supplement personnel, or resume after a period of time. release.

If you really don’t want to stop posting, you can also delete the original position and repost it. Otherwise, if job seekers see a position that has been posted for several months or even half a year, will they be interested? It’s hard to say how brave you are to apply.

5. Actively search for and invite talents

On the one hand, due to various factors, companies cannot guarantee that every job seeker who meets the company’s requirements can see their posted Recruitment information; on the other hand, with the development of society, the mentality and ideas of the new generation of job seekers have also changed greatly. Recruitment work will inevitably fall into a passive situation. Many companies feel that it is too difficult to recruit suitable talents.

This requires us to change from passive to active, proactively search the talent resume database for talents who are suitable for recruitment, and actively invite interviews. Statistics show that on average, less than 50% of the job seekers who proactively submit their resumes and then make an appointment after screening actually attend the appointment, and less than 20% of them can successfully choose each other after the interview.

For job seekers who were interviewed just to submit their resumes, the proportion of those who attended the appointment at the right time averaged over 65%, and the final selection rate was close to 60% or even more.

6. Provide more convenience for job seekers

To understand the openness of a company, you can see it from its recruitment advertisements. For those recruitment advertisements that do not include contact numbers, company addresses, websites or even company names, how many applicants dare to send their resumes? There should not be many people, right?

If publishing contact numbers would be disturbing For normal work, there is no big problem in publishing the company address, because after all, there are very few "face-to-face bosses" who come directly to your door.

A good display platform that informs job seekers in advance of the company’s office address, website, employment strategies, precautions, etc. will bring great help to your recruitment work! Fewer people will be late for interviews , there are more qualified resumes, and the recruitment success rate is higher, why not?

7. Familiar with and master the interview method

The interview is through face-to-face observation between HR and job seekers. , talk, and collect relevant information to understand the quality, ability characteristics, and motivation of job seekers. It can be said that the interview is the most commonly used form of measurement in the field of personnel management, and almost all corporate organizations use interviews in recruitment.