As we all know, the current on-site job fair has plummeted compared with a few years ago, forcing enterprise HR to shift the recruitment focus to the network, or combine the network with the site. So, what are the specific ways of online recruitment?
1. Publish recruitment information through the company website and official WeChat account, and leave contact information. Job seekers will call for an interview when they see the information and find it appropriate. This method is generally only suitable for large well-known companies, but generally not feasible for small companies because of insufficient attention and limited information transmission.
The second is to conduct online recruitment through human resources service institutions. There are many service modes. For example, if you apply for monthly, quarterly or annual membership, you can use their website platform to publish your own recruitment information in various forms. The higher the membership, the more effective the information display form, which generally includes the whole column of the website, brand banners, hot words and other forms; You can also log in to the member account to modify and refresh recruitment information, and you can receive resumes submitted by job seekers. If the delivery volume is not large enough to meet the talent demand, you can also search and download a certain number of resumes yourself. In addition to the website, the service of WeChat official account is now very popular and the cost is not low. However, because the audience are all job seekers, the publicity is highly matched, so the effect is good and it is meaningful to give it a try. At the same time, because the audience is basically fixed in a short time, if the demand of the employer has not changed, it is enough to push it once or twice.
These are my answers based on my work experience. The services of different human resources institutions are different, so I won't describe them one by one here. The general meaning should be here.
Network promotion should be practical, carry out market analysis in this region, and what can be brought to users and enterprises from the perspective of users and enterprises. If it is a recruitment website for human resources, then the preliminary work is to clearly understand the positioning of the recruitment website and what purpose and effect you need to achieve. Break through the difficulties step by step.
The current Internet operation is very particular. It is a combination of online and offline. According to your question, the current situation is that you don't know much about Internet operation and all aspects of operation knowledge and experience. Let me give you some advice:
First, find a platform to improve your professional knowledge through Internet channels or offline channels.
Second, the source of talents must be that talents register themselves or find other recruitment websites to buy some resumes or exchange resumes in the early stage, which is better. And if you pass the technical test, you can go to some small white recruitment websites to see their talent pool, you know. Observe various recruitment websites (in line with the similar positioning of your new recruitment website) and find inspiration from them.
Third, find a senior expert in the industry to apply for consultation, or find out from relevant consulting institutions (there is marketing specifically for small enterprises in the market, which costs money).
Fourth, if you want someone to register a resume on your website, it must be something that attracts him to register, provided that he can find your website online.
Finally: I believe you want to find an execution answer that can put forward specific and correct steps for your new website, but this is not something you can get by asking questions. The best answer is that you become the answer maker by accumulating knowledge and experience, because the solution to the next problem on the new website is still your own!
I hope the simple answer can inspire you, and I hope it can inspire you. thank you