Before applying for the company, job seekers must know in detail, and the first way to know is through the company profile. You can look at major recruitment websites. Many enterprise profiles are simple. Job seekers are at a loss after reading it, and they don't even know what the business is. A good corporate profile should include the business scope, scale, development status, future development direction, corporate culture, etc. It is suggested that HR of each enterprise carefully write the enterprise profile. I really don't know how to write them. You can refer to the enterprise profile writing mode of the world's top 500 or well-known large domestic enterprises.
Second, job descriptions need to be standardized.
When many enterprises publish information on recruitment websites, the job descriptions are extremely irregular, and even some enterprises only require relevant work experience and have no other information. This shows that enterprises do not have very clear standards for the talents they want to recruit. On the one hand, too simple or irregular job descriptions may attract a lot of junk resumes, on the other hand, qualified job seekers will not apply, and the recruitment effect can be imagined.
It is very important for enterprises to publish recruitment information through the Internet. Job description can usually be divided into two parts. The first part is job responsibilities, that is, what to do after joining the job; The second part is qualification, that is, what conditions the candidate has to meet the screening conditions. In particular, the qualifications should be clear and not ambiguous. For example, if you have certain oral English communication skills, you'd better write a CET-6 certificate and an intermediate interpretation certificate, which are more specific and clear.
Third, give feedback to job seekers at the first time.
Job seekers are generally divided into two categories, one is full-time job hunting, including college graduates; One is job hopping. Most job seekers hope to find jobs as soon as possible, especially those who have left their jobs. But the reality is that many HR companies always think that there are many applicants, so they don't worry, and then interview together when their resumes are enough. From another point of view, enterprise recruitment is also a kind of talent competition, and companies that get the first chance often get the first chance. Job seekers tend to choose companies with quick feedback, believing that such companies are efficient and attach importance to talents.
It is suggested that HR should screen the candidates as soon as possible after receiving the resume, and the suitable candidates should contact by telephone immediately, and conduct a simple telephone interview first. If appropriate, we should arrange interviews as soon as possible, try to complete several rounds of interviews in one day, avoid job seekers rushing back and forth, immediately inform the applicants who have decided to hire, and then arrange employment as soon as possible. Another advantage of this is that there are more opportunities for excellent candidates to choose, shorten the interview process, arrange employment as soon as possible, and reduce the chances for candidates to participate in interviews with other companies.
Fourth, avoid typos in recruitment information.
Errors in the resume of job seekers will seriously affect their personal image. Mistakes in company recruitment manuscripts are even more taboo. From light to heavy, job seekers will think that employees in the human resources department are careless, while employees in the company will think that employees' cultural level is generally low, which will affect job seekers' impression of the company and lead outstanding talents to give up choosing positions. Therefore, we should be cautious in reviewing the recruitment manuscript, and there should be no typos.
Fifth, refresh the post every day.
Open a recruitment website at will, search for a position at will, and there are thousands of posts posted by different units every day. If it can't be updated every day, the published positions will rank at the bottom of hundreds of positions. How many job seekers have the patience to read all the recruitment positions in all units? In order to ensure that your posts are noticed by most people, the first thing to do when you turn on the computer every day is to refresh all your posts.
Six, using the filter resume settings
Because many job seekers think that "a wide range of jobs will be rewarded", it is very casual to submit resumes, which leads to the recruitment unit handling a lot of junk resumes that do not meet the job requirements. In view of this situation, large multinational companies generally use their own resume screening system to screen resumes. Companies that don't have a resume screening system should use the filtering settings provided by the recruitment website system and set corresponding filtering conditions according to job requirements. This can effectively filter some useless resumes, reduce the workload of screening resumes and improve the efficiency of recruitment.
Seven, a position should not be long.
Hanging a position on the internet for a long time can easily make job seekers have the following questions: first, the unit does not want people and is doing fake recruitment; Second, it is difficult to apply for this position successfully, or it is difficult for newcomers to adapt to the job mobility; Third, the recruitment unit is not positioned correctly, and I don't know what kind of person to look for.
No matter what kind of query, it will greatly reduce the impression of job seekers on the recruiting unit and affect the reputation of the unit in the industry. Even if it's not the company's fault, when a post fails to recruit qualified personnel for a long time, it should be temporarily suspended, and other recruitment channels should be used as far as possible to supplement the staff, or it should be released after a while, so don't fall down at once. I really don't want to stop the warehouse. You should also delete the original position and reissue it.
Eight, fully respect job seekers.
Enterprises' emphasis on talents will turn into attraction. Now it is more and more difficult for enterprises to recruit, but many enterprises have not changed their concept of treating talents and have insufficient respect for talents. For example, many foreign job seekers are new to a city, many addresses are unfamiliar, and they don't know how to take the bus. If the enterprise indicates the detailed company address and what kind of transportation can be used in the recruitment information, it can greatly facilitate job seekers.