How to find employees, how to find good employees quickly

58.com posted job advertisements.

For most people who run small businesses, hiring good staff is not an easy task. Due to the high cost of recruitment agencies and staff turnover, small and large businesses must consider other ways to hire.

Employee Referrals Let existing employees referral. Most people would recommend someone who would like to work with. The person being referred has earned the respect and trust of the recommender.

Mail Looking for the perfect employee? Let your current customers know that your company is growing. Send a letter or postcard to local customers announcing that you're looking for new people.

Tell them what you're asking for and ask them if they're a good candidate. Expand the scope of your search for people by using the customers your company serves, and at the same time show that your company is expanding to provide better service to customers.

HR Department Your small business is expanding, but many large companies are laying off employees. Contact the human resources department of the company that is laying off employees. In most cases, they will give you the resumes of people who have been laid off and are looking for a job free of charge.

These people are experienced, and most of them have a strong desire to find a job.

Employee Recruitment For lower-level positions, allowing employees to participate in the hiring program can speed up the hiring process. After all, these employees eventually have to work together. This approach guarantees two things.

1. Ensure that employees are accommodating to each other, and they will work as a group. 2. Decision on the management of the work of the trainers.

Classifieds This is the most commonly used method, especially for small companies. Make an accurate list of requirements, and once you receive your resume in the mail, you can make an assessment and interview only those you think are suitable. Thus saving time.

Good employees are hard to find and hard to keep.

A good employee is a suitable employee, because each employee has their own appropriate position, need to find their own position, if let a national special chef to be a sales manager, then for this position, he is not necessarily a good employee, but let him be the head chef, that is definitely a good employee, so what is needed is how to find a suitable employee in the interview process, 1. Clarify the core requirements of the position.

According to the recruitment position, combined with the company's industry characteristics, business characteristics, development needs, etc., the job analysis technology should be used to present the skills, knowledge, authority, responsibilities and work content required for the position. Hong Xiangyang, chief career planner of Xiangyang Career, said that the most important thing is to present the company's core expectations and requirements for the position, rather than using basic requirements to generalize. The advantage of clarifying the core requirements of the position is that when the job seeker reads the job application information, he or she can immediately compare the information with his own situation and determine whether to continue to submit his resume.

If the job postings are all"Universal requirements", pass out"Anyone can do it"It is naturally difficult to accurately target talents.

2. Sort out the career development channels of employees.

Enterprises not only need people to do things, but also need talents to grow together with the company, so that the company can finally reap the talent dividend, rather than become'Training courses'"。Hong Xiangyang said that judging from what Xiangyang learned in corporate training during his career, he was in"Sort out the career development channel of the position"Eighty percent of enterprises are not in place. From the perspective of organizational career development, helping employees establish and sort out career development channels is the key means to cultivate and retain talents.

By sorting out the promotion channel, it can also be more clear about the expectations of the position for the candidate, and when meeting the right talent, the two sides can hit it off and establish a good one from the beginning"Development Compact"。

3. Select information release channels according to the nature of the position.

There are also tips and tricks in choosing the channel where job postings are posted. Just as job seekers can't apply overseas, HR can't go overseas"Recruitment flyers"。The more common and common job recruitment can be done through large recruitment platforms; For example, for positions with high professional and technical requirements such as IT and network technology, it is recommended to go to some popular technical forums or SNS communities to post recruitment information to make it easier to find satisfactory technical professionals.

The recruitment of career planners is to select the best in the team of trainees trained, which is difficult to meet the recruitment needs of ordinary recruitment channels.

It is necessary to quickly scan the content, make a preliminary judgment on the skills and work experience presented in the resume in the shortest possible time, and quickly judge whether the basic conditions of the job seeker are consistent with the recruitment position. Particular attention is paid to whether the core skills meet the basic conditions, and it is necessary to initially assess his development status from his work experience. This process requires you to have skilled skills and a keen eye, so that you can select the ones you need from thousands of job seekers"The best talent"。

Good employees are like thousands of horses, but they are hard to find!

Not only do you need to have a discerning Bole, but you also need to have an environment suitable for thousands of horses to gallop!

After recruiting employees, the pre-training looks at the learning attitude and acceptance ability, and the work attitude and work ability after the training. Formulate scientific and reasonable management methods for the probationary period, and resolutely say no to those who do not meet the standards, so that after a few rounds, it is estimated that how can a few good horses worthy of training be screened!

To be precise, even if there are good horses with the potential of Maxima, most of them are spoiled by their parents and are nurtured by the social environment. What is needed is a colt who is willing to run, practice and have endurance after entering the working environment, formulate an effective training plan for him, and raise a thousand miles of horses by himself! If you want to rely directly on recruitment, you can get the probability of Maxima.,Poor like buying Fucai.。。。

You can recruit employees through on-site recruitment, online recruitment and finding a headhunter.

George recruits on the fourth floor of the World Trade Center.

1. To solve the problem, first understand the cause. The reason is that when recruiting, it is just from the perspective of the recruiter, so it is impossible to recruit people, let alone find suitable employees.

2. Solution:

First of all, what kind of person you need, and is your job description clear? Let the candidates know what to do after they arrive at the post, what assessments there are, what corresponding rights and remuneration they get, what conditions they need, etc.;

What is the overall ** required for this position, such as recruiting welders, what is the status of welders in the current area, how is the treatment, etc.;

Based on the lessons learned from previous recruitment, what are the candidates more concerned about, whether it is salary, benefits, the development prospects of the unit, or something else; Based on past conversations about employee turnover, what is the reason for the employee's departure, is it not respected, or is the salary not paid in time?

According to the reasons for the applicant's concern and employee turnover, put forward improvement measures, form a written report, and submit it to the decision-makers of the unit for approval;

Implement the agreed plan, and the employee can be found; Then retain employees through improvements.

Let's get to it briefly.