What should companies do if they want to hire quickly?

Recruitment is a problem that every company will encounter, and mastering recruitment skills can quickly find the right employees to put into production and ensure their work efficiency.

and the programme of work. So how can companies find employees quickly? I think there are several ways:

Every year, tens of thousands of college graduates want to enter the society from the campus, and a big way for them to enter the society is to participate in campus recruitment. Through campus recruitment, students can often recruit a large number of college students with high comprehensive quality, and although students can not all be very top-notch through four years of college education on campus, they are in the daily office software.

The use and copywriting report can be said to be familiar with the road, and there is no need to worry about the quality of the recruited employees. Secondly, every day to the greatest.

College students who are graduating from their third and fourth year will ask for work experience such as work placements, and they are also looking for good job opportunities.

Professional labor dispatch companies, not to mention that they have the most human resources on hand, compared to a small labor factory. When companies need to hire people quickly, they are the right place to go. Generally, labor dispatch companies have a lot of human resources on hand, which can fully meet the various needs of each company.

Whether it is a labor-intensive company or a general employer, they have a lot of resources at their disposal. This is also an important way to recruit people quickly, compared to some recruitment software to post recruitment information to recruit people, and cooperation with specialized labor dispatch companies is often faster.

In order to quickly meet the company's employment needs, the company can introduce a series of preferential policies. For example, introduce how much cash a person will be rewarded for a few months after joining the company, and so on. The recruitment process is transformed from a simple human resources department to a company-wide activity, and it is easy to find satisfied employees by mobilizing everyone's enthusiasm.

This method is highly efficient, and the old employees of their own company have introduced it, and the old employees will help bring the rules and work content of some companies. In this way, the lack of employees can be recruited quickly.

If the company needs to hire people quickly, it is a good idea to cooperate with campus recruitment and labor dispatch companies and publish attractive recruitment policies. These methods can not only meet the company's employment requirements, but also ensure the rapid recruitment of employees, which are good choices.

You can quickly recruit people through online recruitment platforms, because these platforms still have a lot of users.

Now that the epidemic is at present, there is no way for school recruitment, it is recommended to take the official website online recruitment or cooperate with a third-party platform (according to the company's own positioning to determine comprehensive recruitment** or vertical recruitment**), and the interview method can also be through the interview, which not only saves time and costs but also avoids the danger of the epidemic.

You can post some job announcements on Careers** so that many young people will see this job ad and can find the right talent.

I think the best thing to do is to raise salaries so that you can attract talent quickly.

1. Preparation before recruitment.

Before each recruitment, be sure to know what is necessary for the position you are recruiting. In many cases, what the employing department describes in the manpower requirements does not guarantee that the candidates identified on this basis are the ones needed; At the same time, the communication between the personnel department and the employing department is not deep enough, and the conditions for the position are not really understood.

Second, on-site recruitment should be professional.

The recruiter's good appearance and dress posture can reflect the overall level of a company and a collective, and the recruiter should not behave casually on the spot, and the sense of professionalism should be strong.

3. The interview should be comprehensive and objective.

Most employers will use face-to-face interviews when re-examining job applicants, but it is in this link that it is most likely to miss out on talents. Generally speaking, the first impression a candidate gives to the interviewer will quickly become dominant in the interviewer's mind.

Fourth, a reasonable mechanism.

Surveys have shown that the misalignment between companies and job seekers is the main reason why companies and job seekers eventually part ways.

Fifth, cultivate corporate culture.

As for the inconsistency of corporate culture, philosophy and values, it is also a more prominent problem. If the company can't offer a very competitive salary, then you can also try to make up for some psychological gaps through other things, etc.

Define clear and feasible selection criteria: The standard requirements are specific and measurable, and can be used as a benchmark for the recruitment department to inspect, interview, select, and hire. Only by mastering the standards can recruiters know what to do and measure every candidate with the ruler in their hearts.

Recruiters should step out of the seller's market: establish a modern talent flow concept of two-way choice, communicate with candidates, especially potential future employees, on an equal footing and objectively, and conduct two-way inspections to see if they are truly suitable for each other. Only in this way can we recruit people who are interested in the company.

Research and develop a targeted recruitment strategy: There are different recruitment strategies for different purposes. The practical requirements are mainly for people with work experience in the society, and the candidates are required to have work experience and be able to do the job after a short period of work familiarity; Reserve talents for later development can be carried out for college graduates, focusing on the development potential of candidates, and seeing whether they can play a role in future employment after several years of training.

Recruiters should have a high degree of responsibility: in real work, the employing department often puts forward a very urgent employment demand, resulting in some recruiters in order to meet the requirements of the employing department, in order to complete the recruitment task and recruit, often make the recruitment quality is not high, it seems to be recruited, but after recruiting in, it is found that it is not suitable for the enterprise at all, and then re-recruit, so that the recruitment falls into a vicious circle of recruitment, resignation and recruitment, and the recruitment department is always fighting the fire and can never put out the fire.

Choose the right and viable recruitment channels: Companies need to adopt different channels for different positions, and choosing the right channel can do more with less.

Offer a slightly higher salary than the industry average: hire as much talent as you pay as much as you want. It's a law.

However, this still depends on the actual situation of the enterprise, in fact, the average company has no way to do this, so you can use welfare as an important competitive advantage to improve the enthusiasm of employees.

Rapid recruitment in addition to giving money is to say that everything else is hooliganism, the vast majority of enterprises recruit people is to cheat and cheat, pay much higher than the return, if you want to be a long-term employee, you have to give employees the wages they deserve.

Summary. Hello, it's a pleasure to serve you. I am your workplace mentor EVA, a nationally certified career planner, a talent education analyst of AT Group, and a psychological counselor of the Chinese Academy of Sciences.

With 20 years of workplace experience, he has been deeply involved in the children's education industry for 10+. He is currently the regional supervisor of a leading preschool education brand group and a senior consultant of a development society. He is well versed in the way of dealing with the workplace, and is good at helping people in the workplace alleviate emotional problems and interpersonal problems, and open up the channel for promotion and salary increase.

Newly opened companies are eager to recruit people, how to recruit people quickly?

Hello, it's a pleasure to serve you. I am your workplace mentor EVA, a nationally certified career planner, a talent education analyst of AT Group, and a psychological counselor of the Chinese Academy of Sciences. With 20 years of workplace experience, he has been deeply involved in the children's education industry for 10+.

He is currently the regional supervisor of a leading preschool education brand group and a senior consultant of a development society. He is well versed in the way of dealing with the workplace, and is good at helping people in the workplace alleviate emotional problems and interpersonal problems, and open up the channel for promotion and salary increase.

The fastest and most effective way is to find acquaintances to introduce or go to peers to poach people, and then recruit ** to search for resumes and make appointments for interviews, I am really anxious for relatives and friends to call first, recruit the right person and then replace it.

Hello, at present, we can only ask 6 sentences for our light consultation, if your problem is more troublesome, it has not been completely solved. It is recommended that you can follow me, click to buy my "24-hour unlimited question service", the original price is 199 yuan, you are the first time to consult, the trial price is only yuan. If you need to make a voice consultation, you can also click on my avatar, follow me, click on the home page "Consultation", purchase my voice consultation **Consultation (original price 899 yuan hour, activity price 15min, 4 places left today), pay and fill in the consultation appointment form, I will give you an in-depth consultation according to the appointed time, and solve your problems at one time.

Summary. Hello dear, first of all, you should post job postings on as many platforms as possible, so that you can expand your reach. For example, social**, recruiting**, and recruiting apps, etc.

Second, make your job posting concise and clear and highlight important points such as salary, location, and skills required. This can attract more attention from job seekers in a short period of time. In addition, the hiring process can be expedited through internal referrals or job postings shared by employees.

These job seekers are often more motivated and trusting than others. Finally, during the interview process, communicate with candidates in a timely manner and provide them with a good interview experience. This will help boost their interest in the company and motivate them to accept the offer.

In conclusion, the key to a quick recruitment is to be widely publicized, concise and clear, with internal recommendations and a good interview experience. This will help you quickly find new employees and fill vacancies. ‍

How to recruit people quickly.

Hello dear, first of all, you should post job postings on as many platforms as possible, so that you can expand your reach. For example, social**, recruiting**, and recruiting apps, etc. Second, make your job posting concise and clear and highlight important points such as salary, location, and skills required.

This can attract more attention from job seekers in a short period of time. In addition, the recruitment process can be accelerated through internal recommendations or employee sharing. These job seekers are often more motivated and trusting than others.

Finally, during the interview process, communicate with candidates in a timely manner and provide them with a good interview experience. This will help boost their interest in the company and motivate them to accept the offer. In short, the key to a fast recruitment is to be widely publicized, concise and clear, with internal recommendations and a good interview experience.

This will help you quickly find new employees and fill vacancies. ‍

Do you have software then?

Hello dear, 58.com recruitment, Ganji.com recruitment; Zhaopin, Future-free Recruitment, the current four main companies. Among them, the advantages of 58 and Ganji lie in the middle and low-end groups and grassroots posts; The advantage of Zhilian and 51 lies in mid-to-high-end recruitment. 58 and rush to the market:

58 has the advantage of click-through rate, user volume, resume quality and recruitment pass (among them, the optimization effect of recruitment pass is good); The advantage of catching up with the market is **, and everything else is the same. Zhilian and 51 (no brother in the future): The former has the advantage of focusing on the middle and high-end, and the world has the nature of headhunting** is a little more expensive than 51, but the difference is not big; The latter is different from the former is that it began to develop like the low-end, trying to establish a full range of users, which is currently under construction.

Ways to Recruit Quickly:

First, go out of the personnel department to understand

In the past, we waited for other departments to report on employment plans before recruiting, and when they put them forward, they often couldn't support the demand before they reported the demand. At this time, we are all reactive, posting job ads, collecting resumes, and scheduling interviews, at least 10 days. This caused dissatisfaction among the employing department, who thought that we were inefficient.

It is recommended to communicate with other departments frequently, understand personnel changes, ask if there is a need for recruitment, whether there is any new business development, etc., and prepare in advance.

Ways to Recruit Quickly:

Second, the combination of traditional channels and emerging channels:

3. Introduction of internal personnel:

In fact, this method is used by many companies and even rewards employees for successfully onboarding new employees. But first of all, we should pay attention to establishing an excellent corporate culture, people-oriented, creating a harmonious working environment, and the promise between employees should be kept, do not deceive, so that there are vacancies, and employees are also happy to introduce people they know to apply. Otherwise, he himself wants to go.

4. Accept fresh graduates:

Some companies believe that the current post-90s fresh graduates are unreliable, can't endure hardships, are easy to resign, can't be hired, and must recruit experienced people.

This part of the enterprise often only attaches importance to immediate interests and is short-sighted. In fact, the post-90s, like the previous post-80s, are spent in disapproval, and they will become the backbone of society in the future, which is an inevitable trend. If the company's environment is not bad and the living conditions are better, they will not leave immediately because they care about the low salary.

In fact, most companies only sign contracts with them for one or two years, since the company does not plan to hire for a long time, why should new employees do it for a long time? It is our social responsibility to accept graduates from colleges and universities.

Fifth, find a third party ** recruitment:

The power of the individual is limited, the recruitment methods of the enterprise HR can not keep up with the times, the society is developing, all aspects are changing, we can try to give professional things to professional people to do, find a third-party Guangdong recruitment through labor dispatch company, the enterprise recruits talents, and the recruitment can solve these problems of the enterprise

1. Enterprises spend a lot of money to publish recruitment advertisements, and the effect is not good.

2. The company receives a resume such as a "mountain", and the quality is not high.

3. Enterprises spend a lot of labor costs to screen and interview junior and intermediate positions, but the results may not be satisfactory.

4. Batch recruitment in a short period of time cannot optimally integrate various recruitment channels and minimize the cost of recruitment.

**Recruitment enables enterprises to save costs, complicated screening, interviews, reduce personnel investment, avoid repetitive operations, save a lot of working time, and recruit matters, fast and simple. Help enterprises to realize the standardization and process of personnel work, and improve work efficiency.