The job introduction covers a wide range and contains a lot of content. In the process of communicating with job seekers, it is not necessary to tell job seekers all the information about the company and position indiscriminately, because it is difficult to arouse the interest of job seekers. Therefore, in the process of introduction, it is necessary to make a targeted introduction according to the actual situation of job seekers in order to attract job seekers.
Second, job introduction should follow the principle of objectivity and truth.
When introducing jobs to job seekers, you must ensure that the content you introduce is true and objective. Making up facts and introducing positions that are seriously inconsistent with the facts can certainly attract job seekers, but when job seekers find that the facts are quite different from what they knew at the beginning, it will easily lead to staff turnover, thus wasting the recruitment resources of enterprises.
Third, frankly face the concerns of job seekers and should not be avoided.
In the process of job introduction, job seekers may ask some sensitive questions, such as doubts about the company's prospects and distrust of the positions offered. When we encounter these embarrassing problems, we should be honest, rather than avoiding or catering to them. Because when we choose to avoid problems or over-cater to job seekers, not only can we not solve the concerns of job seekers, but it will easily lead to their negative psychology, reduce their recognition of the position, and also lay an unstable factor for subsequent management. Therefore, when job seekers have concerns, we should establish a positive outlook on job selection and a correct working attitude for job seekers through frank communication, guidance and appropriate education, so as to fundamentally solve the problems of job seekers and make job seekers truly understand and accept the company's regulations and arrangements.
Four aspects of job introduction for recruiters
To communicate with job seekers, we should first let them know about the work-related situation, and then achieve the goal of attracting job seekers and making them have the will to work. So, how to introduce jobs to attract job seekers better? In this regard, we can start from the following four aspects:
1, industry
Specifically refers to the industry in which the enterprise is located, including the current situation, development trend and future development prospect of the industry. The industry introduction includes two parts: the basic situation of the industry and the development prospect of the industry. The basic situation of the industry includes the basic characteristics and current situation of the industry. The purpose of the introduction is to give job seekers a basic understanding of our industry. The development prospect includes the future development trend and development space of the industry. The purpose of the introduction is to let job seekers know that our industry has a good development prospect and is worth choosing. In this process, we can't just use empty rhetoric such as "good prospects for the development of the industry" and "very good" because it is basically not very convincing to job seekers. What we have to do is to explain "why our industry has a good development prospect" and introduce it to job seekers with some specific data and development examples.
2. Enterprise
We recognize job seekers and naturally hope that job seekers can recognize our enterprise and hope that they will join our enterprise. Then how can we introduce enterprises and make them have great confidence and interest in our enterprises? For this part of the introduction, you can refer to the following methods:
(1) Understand the concerns of job seekers and make targeted introductions according to their needs.
Because of the different needs of job seekers, the enterprises concerned will be different. For example, some job seekers pay attention to the scale and popularity of the enterprise, while others pay more attention to whether the management concept and culture of the enterprise are consistent with themselves, so we need to grasp the needs of job seekers through communication, avoid minefields in time, and then introduce the enterprise in a targeted manner.
(2) foster strengths and avoid weaknesses, with the introduction of enterprise advantages as the main content.
Every enterprise has its own advantages, and we can grasp our own characteristics and show our advantages in multiple dimensions. For example, enterprise advantages can also be divided into hardware advantages and software advantages. When the company's advantages in hardware conditions are not obvious enough, it can attract more people with software advantages, such as the development platform and promotion space that the company can provide for job seekers.
(3) Highlight the advantages of the company with data and examples.
Introduce the company's achievements, honors and awards, prove the company's strength with objective facts, and achieve the purpose of attracting.
3. Postal service
The main contents of the post are: basic situation and development space. The basic information of the post includes: work content, working time and working place; Post development space includes capacity improvement space (training), promotion space and promotion channels.
The introduction of work-related content can be said to be the highlight of the work introduction content. For job seekers, job-related situation is one of the most important factors for them to judge whether to choose a job. He needs to judge whether what he does every day is what he can do or what he likes to do through the content of his work. At the same time, we should also know whether there is much room for promotion in this job and whether the ability can be improved. In this part, you only need to tell the job seeker relevant information.
When introducing work-related content, you can refer to the following methods:
(1) Grasp the needs of job seekers and make a targeted introduction in combination with the actual situation of the post.
We need to know job seekers' past work experience, reasons for leaving their jobs and other related information, understand each other's real thoughts, and grasp their different needs and expectations for the post, so as to stand in a targeted deductive position from different angles and arouse job seekers' * * * recognition.
(2) Strengthen the position and highlight the advantages and selling points of the position.
When we grasp the needs of job seekers, we can combine what job seekers want with what we can give, find out the sexual advantages and strengthen them. At the same time, the advantages we can provide are more prominent and obvious than what the other party wants.
(3) Introduce the significance of the position and the job value of the job seeker.
For example, the meaning of recruitment is to be able to recruit suitable talents for enterprises. When the employees we recruit can play a role in their posts and create benefits for the company, it is also the time to reflect our value. By guiding job seekers to realize their outstanding value in the post, they can be aroused to identify with the post.
4. Welfare benefits
Generally speaking, enterprise welfare benefits include salary, five insurances and one gold (social insurance, etc. ), accommodation, vacation time, working environment, incentives and other parts. For everyone who works outside the home to make a living, the benefits provided by enterprises will naturally become an important consideration in choosing a job, especially the salary part, which is the focus of job seekers. Therefore, we need to pay attention to this part of the introduction. Although our purpose is to attract job seekers, we can't simply attract job seekers with welfare benefits, so we can't make excessive commitments in the introduction process just because we want to attract job seekers to interview.
When introducing the relevant contents of welfare benefits, you can refer to the following methods:
1) We need to know ourselves and know each other's past salary and current salary in the market, so as to take the initiative in salary negotiation in our own hands. It doesn't mean that we have to tell each other as soon as job seekers get a raise. We must judge whether job seekers can really meet the requirements of the post and have a certain willingness to work in the post, so as to avoid hiring job seekers who are sensitive to salary.
2) Introduce the relevant incentive measures of the company to stimulate the enterprising consciousness of job seekers. For example, the company's performance bonus, year-end bonus, commission and other detailed rules can not only achieve attractive results, but also help job seekers to establish a certain positive and dedication consciousness.
3) You can mainly introduce the advantages of the company. For example, the company's incentive measures are rich and humanized, such as the issuance of year-end awards and performance awards, which can be highlighted.
4) Guide job seekers to take a positive view of welfare benefits and establish a positive and correct outlook on job selection and values for them. When we choose a job, we will pay attention to the welfare benefits that the enterprise can provide us, but this should not be the only criterion for us to choose a job. Just as we choose a life partner, we will consider many factors such as personality and morality, and we should not take the other person's economic base as the only criterion.