Find the right job seekers need corporate and recruitment website Qi exerting force

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Now the network recruitment has become a lot of enterprises to attract talent when the important channel, it is precisely because more and more enterprises began to pay attention to this piece, we recruit Web site to usher in its own development of the Golden Age. Whether the enterprise can find the most suitable job seekers in the right time has become a core index to measure the strength of our website recruiting. In fact, after so many years of website, personal feeling of recruitment work smoothly and not only rely on the recruitment site itself, enterprises should also be given some degree of support, this can not only enhance the efficiency of their own cost budget is also a savings. Moreover, with so many friends to cooperate, I think from the effect of feedback, it is worth popularizing.

Enterprises can not only recruit when needed, and gradually improve the talent database

Recruitment site based on the network must be able to attract a wider range of talent to apply for, this is a screening process for the enterprise, regardless of the last limited to the number of recruitment or short-term planning, for the failure to finally cooperate with high-end talent, enterprises themselves should establish a database, this part of the population of the relevant information to organize, In case you need to contact the right job seeker. Of course, this is only on the one hand, in addition to recruiting websites, enterprises should strengthen the good cooperation with universities, labor market and some professional newspapers and periodicals, from which they actively acquire some potential and ability of staff information, and the data according to a certain classification of their own database, Of course, some friends will encourage their own HR managers to participate in some of the industry exchanges, and from which to dig some of the high-end technical personnel, because the incumbent of the talent is often more gold, so it is also worth affirming. Everyone knows the reason for a rainy day, "talent" when the side hate less.

Not to flow outside the field, enterprises should be recruited from the internal

Most of the time, the Enterprise recruit personnel need a certain buffer to adapt to the new work environment, this is a fixed running-in period, many times in order to avoid the running-in period to delay the normal operation of the company, to the Employment network will take a job before the skills training to reduce this process, but the effect is not too good. Then I think of the fact that recruitment is not only for outside, for internal staff we can also take the incentive and competitive mechanism, for some good performance of the staff to give adequate competition space, to avoid this part of the brain drain is also a business should pay attention to some things, Because the internal staff after all understand their corporate culture and goals, easy to find a suitable balance in the business and personal see, plus work for so many years, the company itself has a certain feeling, at this time to give the task will be able to inspire more creativity.

Corporate web site should also be reasonable use of multi-level recruitment of talent

Everyone is saying that the recruitment site is very attractive to people, but we thought that there are no official websites of some famous companies, in fact, the exposure rate is also very large, like a grid of official blog, the average daily IP can over 100,000, you say such exposure rate and visibility can not bring their own professional talent of the favor? Many times, The company's own official website introduction will involve some corporate culture, development planning, objectives and employee welfare status, this is in itself the best "recruitment book", for the strength of the company can be set up on the official internet "talent Exchange" column to attract high-end talent, 36 Krypton, Tiger sniff all do so, Of course we can.

To gradually improve the employee's own well-being and welfare benefits

Unless there is a hard demand, we expand the scale of production, in most other cases, the enterprise itself should better maintain their own old employees, although foreign monks will chant, but as the 2nd mentioned above, enterprises should be part of their attention to their own internal high-end talent, this will save a lot of training costs. Pay attention to balancing employees ' responsibilities and interests in work and life, and provide opportunities and institutional flexibility as far as possible. Moreover, the current wage system is not our simple piece of piecework, but performance, pull, and many other elements of synthesis, so to ensure that everyone's income distribution is reasonable and important.

Nowadays, job-seeking service is no longer a one-sided demand, the quality of the talent can often depend on the enterprise's own efforts, for employees to pay attention to human nature to recruit more capable personnel, do a good job, is now recruiting two-way channels of a new trend. Of course, you may say, as you say, recruitment work to be done by the enterprise, recruitment site still do? The author does not mean that the recruitment site outside, but the efforts of both sides can gradually improve the recruitment effect, the author's intention or for the enterprise itself good, for the recruitment site, Fellow practitioners naturally also need to tamp their own foundation.

The establishment of employee tracking system for long-term cooperation of the enterprise Partners (limited resources), we recommend the past staff performance good and bad, the webmaster themselves should have a detailed understanding, through the enterprise feedback to our information further screening their ideal employees, and to establish the basis for the next recommendation.

Skills training in addition to expanding business needs, can also be used to reduce the running-in period between the staff and the company, so that the more efficient access to the work atmosphere, we can complete the resources and conditions allow the completion of this task, for the promotion of their efficiency is very helpful.

Improve the existing recruitment model, now the flow of information tends to be mostly employer-employee, so it's easy to get information delivered to the point where, as a webmaster, we can change the pattern, from an employee's perspective, to describe the needs of the job and to attach the professional skills that match it. Such enterprises, even in the absence of rigid recruitment indicators can also come in to browse, find the right talent to incur under the command to increase the potential recruitment.

Article author: Jingjiang 0523 recruitment network, Source Link: http://www.0523zp.com, reprint please leave the copyright information, thank you.