How to solve the problem of scarcity of commercial real estate talents?

That's an interesting question!

Commercial real estate is currently in the stage of first-class development, not only real estate companies, but also many other industries (such as Oaks, etc.) have also entered this field, and the talent shortage has reached an unprecedented situation. To solve this problem, there are no more than two ways, external blood transfusion and internal hematopoiesis.

For enterprises, it is first necessary to figure out which are the key links in the entire industrial chain of commercial real estate, and how these key links should be controlled, so as to locate which positions need external blood transfusion and which ones rely on internal hematopoiesis.

Generally speaking, there are four key links in commercial real estate, land acquisition, planning and design, investment promotion, and later operation. For example, in planning and design, the person in charge must have deep experience in commercial projects, so the architects under him do not have to have commercial experience. In this way, the difficulty of external deficiency can be alleviated to a certain extent, but the person in charge must be selected!

It depends on the experience and vision of HR!

It is imperative to tap into the potential within. Now there is no training institution for commercial real estate companies at all, which company will explain the training to you, and you will go directly to work! If leaders don't pay attention to cultivating talents and don't know how to retain talents, then talents are scarce!

Therefore, it is not a problem of scarcity of talents, but a question of whether leaders will be trained!

Hunan Commercial Real Estate Network - Talent Channel, Massive Talent Pool. Provide all kinds of talents required for commercial real estate.

People are now in a wait-and-see mood in the real estate industry, and your positions must be dominated by the sales department, so it's normal that you can't recruit people.

** Recruitment postings are to be posted, and some recruitment newspapers may also be considered.

I don't think the effect of the job fair is very big.

I think if you want to recruit salespeople, you can go to the insurance channel to pull people.

It depends on what it looks like. There are many people who are indiscriminate.

It's not scarce, it's not good.

Implement a sustainable development strategy.

Sustainable development is to consider both the needs of current development and the needs of future development. Its content includes sustainable economic, social and ecological sustainability. The core is to achieve coordinated development of the economy, society, population, resources, and environment.

Modern states generally take measures to resolve the above contradictions in two ways. On the one hand, the use of the combination of market and intervention to rationally allocate resources, pay attention to the protection of the environment, in order to maximize the benefits of resources; Adopt advanced technology to improve resource utilization; plan to use and conserve resources, expand foreign exchanges, and make use of international resources; Limit the excessively rapid growth of the population and its consumption. On the other hand, it is necessary to reform and improve the production and distribution system as well as the political and cultural systems in order to improve efficiency and seek social fairness, ease and reduce contradictions and struggles between people's interests while developing the economy, and maintain and maintain social stability.

It should be pointed out that the two measures are interactive and mutually reinforcing.

Multi-science innovation. Develop more new resources.

In today's situation of labor panic, the scarcity of human resources is becoming increasingly obvious, and recruitment difficulties have become the most headache for HR. In this context, many HR has not been able to do a systematic recruitment system, as long as it is a sound person, it is good to catch it and use it alive, what interview standards are not specific, the structure is not systematic and other common problems are small casesPeople can find it is the real skill.

So how do we solve this maddening recruitment problem? Below, the contemptible people will come to ** some of their own views:

a. Go out of the office to recruit.

b. Combination of traditional and emerging pathways.

c. Don't ignore the internal introduction.

d. Accept college graduates of the school.

Of course, if there are a lot of resumes in the resume database of personnel, this problem can also be alleviated.

Ant Recruitment can help companies that need to send recruitment information to 58, Zhilian, Ganji, Future, and China Talent Network with one click. And guarantee that 150 resumes will be received within three months for a position.

Specifically, you can search for it: Ant Recruitment.

1. Enterprises should first do a good job in the internal training of talents, establish a rank system for employees to drive employees to grow, and accumulate senior talents for the enterprise; 2. Pay attention to the selection of talents within the enterprise; 3. Provide competitive salary and welfare levels and development opportunities; 4. Enhance the brand and popularity of the enterprise, and do a good job in corporate publicity.

Of course, there are many factors such as the unreasonable salary system of small and medium-sized enterprises, uncertain development prospects, complex interpersonal relationships, imperfect enterprise systems, and disagreement with corporate culture. However, the many problems in recruitment, which is located at the most basic input point of the human resources management system, are an important factor contributing to this situation. To solve the problems existing in the recruitment of human resources in small and medium-sized enterprises, we should start from the following aspects.

1.Reasonable development of employment plans to ensure that personnel recruitment is plannedHuman resource planning is part of the strategic planning of enterprises. Due to the scarcity, profit-seeking, and value volatility of talents, it is impossible for enterprises to obtain suitable talents when they need them.

Therefore, enterprise human resource planning is becoming more and more important. Through planning, the blindness and randomness of recruitment can be avoided, so as to improve the effectiveness and efficiency of recruitment. The planning of human resources of small and medium-sized enterprises should be combined with the strategic objectives of human resources of enterprises, and the recruitment needs should be determined according to the development strategy, annual plan, job description, and personnel status quo of the enterprise.

First of all, you have to determine what kind of talent you want, second: the so-called job fair I personally think it is useless, because there are basically just graduated from college and have no work experience, and second, it is recommended that you advertise, so that the effect will be better.