1. Establish your own "talent pool"
Spend time developing relationships with university employment offices, recruiters and headhunters. Let existing employees actively participate in industry professional associations and conferences, where they may meet the candidates you may successfully win. Pay attention to job boards and forums and look for job seekers who may have resumes online, even if they are not looking for a job at present.
2. Use the websites and magazines of professional associations to advertise for professionals.
Find potential employees on LinkedIn and other social media. Encourage your employees to recommend friends and professional colleagues they met online to your company. The key of this step is to find a way to build your talent pool before the demand arises, and then it is convenient to choose the right person from the talent pool.
3. Hire specific people.
An applicant's "past behavior can predict the future development", so we should pay attention to such people, because they can perfectly match the position of the company without additional training, which is why many companies like to recruit people from rival companies.
4. Internal priority selection
When recruiting, internal employees are given priority. This can provide internal employees with opportunities for promotion and horizontal development, boost morale and make employees feel that their talents, abilities and achievements are appreciated. Internal activities also require interviews, which can help you get to know them better and let them know the overall goals and needs of the company.
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Matters needing attention in recruitment
1, changing ideas and recruiting people is a long-term thing. It's not the first time to recruit people, and everything will be fine, because new employees usually have a turnover peak in 1 month, the third month, the sixth month and 1 year. Therefore, only by making more reserves in personnel will they not rush to recruit people after they leave.
2. Personnel must be reserved, such as 10 people on duty, and two more people can be recruited if conditions permit.
We must make great efforts to recruit people. It would be better if there were full-time recruiters. Hard work means: we are willing to spend time on recruitment and pay in salary, always higher than our peers. The recruitment difficulty will be much reduced and the retention rate will be much higher.
4, it is best to recruit people in batches, not one person. The advantages of batch recruitment are: training can be solved at one time, there is competition and sharing among newcomers, and they can learn from each other and compare.