1. Define the core requirements of the position.
According to the recruitment position, combined with the company's industry characteristics, business characteristics and development needs. The skills, knowledge, authority, responsibilities and work content required for this position should be presented in detail with job analysis technology. Dale Hong, chief career planner of Xiangyang Career, said that the most important thing is to put forward the company's core expectations and requirements for this position, rather than summarizing them with basic requirements. The advantage of clarifying the core requirements of the position is that when job seekers read the position information, they can immediately compare it with their own situation and judge whether to continue to submit resumes. If the recruitment information is a "universal requirement" and conveys the information of "anyone can", it is naturally difficult to accurately target the target talents.
2. Sort out the career development channels of employees.
Enterprises not only need people to do things, but also need talents to grow with the company, so that the company can finally reap the talent bonus, instead of becoming a' training class'. Dale Hong said that according to what he learned in enterprise training during his work in Xiangyang, 80% of enterprises did not do a good job of "clarifying the career development channels of their posts". From the perspective of organizational career development, helping employees to establish and sort out career development channels is the key means to cultivate and retain talents. By sorting out the promotion channels, we can also be more clear about the expectations of the position for the candidates. When we meet the right talents, the two sides can hit it off and establish a good "development contract" from the beginning.
3. Choose the information distribution channel according to the nature of the post.
Choosing the distribution channel of recruitment information also has its own stress and know-how. Just as job seekers can't audition, HR can't audition and issue "recruitment flyers". You can complete more common and universal job recruitment through a large recruitment platform; If IT, network technology and other professional and technical requirements are high, it is suggested to publish recruitment information in some popular technical forums or SNS communities, so that it is easier to find satisfactory technical professionals. The recruitment of career planners is based on the selection of students, which is difficult to meet the recruitment needs of general recruitment channels.
4. Quickly judge from resume keywords.
It is necessary to quickly browse the content, make a preliminary judgment on the skills and work experience presented in the resume in the shortest time, and quickly judge whether the basic conditions of job seekers are consistent with the recruitment position. Pay special attention to whether the core skills meet the basic requirements, and need to preliminarily evaluate his development from his work experience. This link requires you to have skilled skills and keen eyes, so that you can select the "best talent" you need from thousands of job seekers.