How can companies recruit people quickly? How to recruit can hire people 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.

Cast a wide net and publish recruitment information on common platforms.

Here's how to recruit people quickly:

1. Get 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.

2. A combination of traditional channels and emerging channels. Traditional channels are job fairs, online recruitment, etc. However, these application methods are no longer popular among the post-90s.

At this time, we need to use more emerging channels, such as: WeChat, Weibo, interactive communities, etc. Positions, positions with relatively high gold content, we still recruit through formal channels to show their professionalism.

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.

1. Recruitment**.

There are many recruitments now, and you can choose some with better results, strong company strength and top recruitment in the recruitment industry. I won't introduce them one by one, you can search for them.

2. On-site recruitment.

Although on-site recruitment is also very popular now, the effect is average. And in many cases, it is almost a situation of grabbing people's reputation, and even if you recruit people, it is not necessarily the talent that your company wants, and the cost of on-site recruitment is not low. It is also time-consuming and laborious, so it is not recommended to do it often.

3. Campus recruitment.

Most of them are recruited for college students, and the recruitment effect is very good, the quantity is considerable, but the quality is not necessarily high. Therefore, it is often difficult to recruit very good people, but it can be used as a way to develop talent for the company.

4. Internal competition.

Generally, we recruit people from within the company, or we ask people from within the company to make recommendations. This kind of recruitment is relatively stable, but the speed of recruitment is a bit slow.

5. Advertising and recruitment.

Poster recruitment can only be done within a certain range, and it is also a measure that can be taken. Newspapers are also fine, but now there are fewer people who like to read newspapers, and they all like to read various news reports on their mobile phones, so the effect of advertising and recruitment will be much better.

2. Why is it becoming more and more difficult to recruit sales talents, and how can we recruit the right sales talents?

Hello, I am your exclusive experienced solution Brother Wu! Glad to serve you! I've seen your question, I'll reply to you within five minutes, if you're satisfied, can you give me a like? Thank you!

If you want to recruit employees quickly, first of all, you must have a good salary package, so that you can be more attractive to others, and secondly, whether the working hours are regular. Solve these two points, and hiring will naturally be fast.

1. Universal circle of friends Everyone says that the circle of friends is omnipotent, selling things, showing children, asking for votes, etc., we can also ask for recruitment in the circle of friends, in case someone happens to have a need, or a friend can help recommend it, this should be the most cost-effective way to recruit. 2. HR group pushes each other as HR, how can there not be a few recruitment groups, everyone in the group can recommend each other, maybe he has the talent you need. Different recruitment**, everyone can exchange with each other and help each other.

3. Relatives and friends can also use the relatives and friends around you, but pay attention: don't think that if it is recommended by friends, it must be good, or it should be screened according to the requirements and go through the normal recruitment procedures. Otherwise, it will not be good to recruit the company at that time, and it will have a bad impact on the company and ourselves.

4. In fact, the most accurate recruitment in the target circle is to recruit in the target circle. For example, if we want to recruit designers, we can add a few design groups, mix in them for a few days, have a preliminary understanding of everyone, select targets, and then hook up privately, which is accurate, convenient and fast, and saves money. 5. If you can't recruit people in the market, you can only dig talents from your peers.

1. Have a clear self-positioning.

At the beginning of recruitment, enterprises should first have a clear self-positioning, and recognize the internal and external conditions of recruitment: popularity, development platform, development path, corporate culture, salary level, etc.

To prevent the big horse from being equipped with a low-level saddle, it is also necessary to prevent the inability to hold the talent and make a wedding dress for others.

If the company is on the rise, it is necessary to take a slightly more positive and confident approach to attract talent, so as to know yourself and your opponent.

2. Pay attention to the candidate's values.

If the values of the talent deviate too much from the values of the enterprise, either the appearance is detached, or the personality is distorted, or the temporary patience will not be good.

Deviations from values can also affect motivation and increase management costs.

Values are difficult to change through training, so choosing employees who align with the company's values is an important factor in helping to recruit the right employees.

3. The fusing and accommodating properties of the tissue are high.

The fusion ability of the organization refers to the smelting and correction of those mismatches such as values and thinking patterns that deviate little in a certain organizational environment.

If an enterprise wants to recruit people, it needs to do a good job in the following aspects:

1.Offer a competitive compensation and benefits package. Depending on the industry and region, companies can develop appropriate compensation and benefits policies to meet the needs of employees and improve their motivation and satisfaction.

2.Provide good career development opportunities. Enterprises can formulate career development plans and training plans to provide employees with opportunities for promotion and growth, so that employees can feel the care and support of the company, and enhance employees' sense of belonging and loyalty.

3.Create a good corporate culture and team atmosphere. Enterprises can focus on creating a positive, solidarity, open and inclusive corporate culture, create a good team atmosphere, and let employees feel the warmth and humanized management of the enterprise.

4.Provide a variety of employee benefits and care. Enterprises can provide employees with a variety of employee benefits and care measures, such as employee travel, health check-ups, birthday gifts, children's education subsidies, etc., so that employees can feel the care and concern of the company.

5.Actively recruit and introduce outstanding talents. Enterprises can actively recruit and introduce outstanding talents through a variety of channels, such as recruitment, campus recruitment, social recruitment and intermediary agencies, etc., and at the same time pay attention to the standardization and efficiency of the recruitment process to improve the success rate of recruitment.

In short, if an enterprise wants to recruit people, it needs to pay attention to the needs and feelings of employees, provide a good working environment and benefits, create a good corporate culture and team atmosphere, and actively recruit and introduce outstanding talents, so as to attract and retain excellent talents.

1.Do a good job in management and improve profit margins.

Looking for a solution to this problem from the outside, not itself. I believe that you have all thought about recruiting people, such as where to advertise, where to advertise, where to recruit, etc., I believe you have done a lot of things.

Jumping out and thinking, doing a good job of laughing at your business and improving your profit margin is the fundamental reason why you can make it easy to recruit people. You can pay more money than others This is fundamental, especially as a front-line employee, as long as you have more than others, your recruitment problem, the problem of retaining people will be solved immediately.

Therefore, it is necessary to operate at all, and management is a lot of advice I gave earlier, and we must think strategically, so that a virtuous circle will be formed.

Is it difficult for a company like Huawei to recruit people? It's not difficult at all, everyone is going to their house, why? Because their family earns a lot of money, why does their family earn a lot of money? Because their profits are high, because their products are cattle, because their customers are cattle.

Therefore, you must not be an ordinary enterprise, but an extraordinary enterprise, and all your management problems have been solved. If you are an average business, all your management problems will not be solved.

2.Recruitment is management, to be innovative, to be unique.

It is necessary to treat recruitment as a business, to have some innovative methods, and to be unique. I'll give you an example, for example, if you can recruit some veterans, maybe they are younger and have a good image in all aspects. Or can you go to a certain village in the countryside and bring all the people in this village to the city (maybe their requirements are not so high), and if you train them, they will be willing to stay.

There is a food store owned by a Chinese who has returned from the United States near where I live, and it is doing very well. His employees are all recruited from my hometown in Henan, a village in his hometown, and these children are all in Beijing, giving them food and housing and unified management, and even speaking in Henan dialect, and the business is very good. These people are very down-to-earth, and the customers are very recognized.

So find a way, recruit people is business, and don't be lazy to tinker with ordinary familiar things.