Have you ever recruited employees before? Then how did you do it? It goes without saying that you should have a long-term strategy for human resources needs. The basic component of long-term strategic recruitment plan should include a competitive talent pool, so that you can find talents from competitors, use well-made websites to attract job seekers, and maintain long-term relationships with them, make long-term internal recommendation plans for employees, establish contacts with local universities to attract interns and select employees, and make appropriate graduate career development plans or similar plans to attract and train young people. Here are some ways to find candidates immediately: 1. Use all kinds of advertising media with reasonable cost and better understanding. After careful selection, use local print media to attract people's attention to the company and the positions provided. The real value of print media lies in attracting people to visit your website. Even making an ordinary website is more attractive to job seekers than advertising itself. Many companies find newspaper advertisements effective and cheap for recruiting junior staff. For example, some companies use many printed advertisements (such as newspapers) to attract job seekers working in local customer service departments. Other advertising media include billboards, which are widely used in cities to attract the attention of people on the road-job seekers. Radio and television are also ways to spread recruitment information. Be sure to indicate your website in the recruitment information and make it the most eye-catching part of the recruitment information. Can employees get extra points when dealing with friends, peers and relatives? Quot business card. In addition to the phone number and name of the person in charge of recruitment, the business card should also be printed with the website address. These business cards will remind job seekers to check job vacancies in your company and send resumes or make phone calls. The actual cost is very low, and it can produce good results. You can also print the website address and recruitment brochure information on various free gifts such as key chains and distribute them at sports activities and public gatherings. 2. Participate in relevant job fairs and trade fairs. For the long-term talent recruitment plan, job fairs are not very suitable, but they can be filled immediately. It is recommended to participate in comprehensive job fairs and professional job fairs. The characteristic of talent recruitment fair is that it is more advantageous to hold it in the place where the company is located. If you are not in the venue of the job fair, there is no advantage. Of course, you can also try a virtual job fair. Some recruitment websites in China can post the positions to be recruited online and have a real dialogue with job seekers. Trade fairs are another excellent recruitment place-especially for those who are currently working and are not in a hurry to find a job. Participate in trade fairs, distribute business cards, or set up booths at trade fairs to publicize the job opportunities provided by your company. 3. Hold your own job fairs and publicity activities. Many companies hold their own publicity activities to provide relevant information to potential job seekers and collect resumes and information of job seekers. Some multinational companies, such as Motorola and Dell, often hold various recruitment special sessions all over China. Sometimes these activities appear not in the form of job fairs but in the form of information conferences. 4. Make full use of the Internet. Many enterprises in China have begun to use the Internet to find potential job seekers. This has become a necessary skill for many personnel in charge of personnel recruitment, and some people have become experts in this field. Using various questioning techniques and skills, an experienced recruiter can often find many potential job seekers. Of course, it is also one of the best ways for companies to create websites to attract job seekers. 5. telephone. Of course, this is a long-established traditional method. Starting with a list is also a very effective method. Many experienced recruiters have excellent telephone skills. If you want to try calling by phone, you can also take relevant courses to learn how to do better. In addition to some books, there are also some articles that provide suggestions on how to introduce yourself and who to look for. 6. Ask employees and friends for help. People that employees know and have worked with are gold mines of human resources information. They should be encouraged to actively recommend, and employees who provide many qualified candidates can be rewarded. You can also give rewards after actual employment. 7. Use the intermediary agency-headhunting. Getting headhunters to help the company's job fair is very effective-but it costs money. If the price is not the main consideration, it is very helpful to choose several headhunters with excellent professional experience and performance. If you are very clear about your requirements and don't care about the cost, then headhunting is the best way. Because in a market where professionals are in short supply, the cost is expensive, but the quality is ignored. Get to know your headhunting company and get reference and advice from their clients. Before signing the contract, take a day or two to get to know it better. The current trend is that some human resources companies have been able to provide comprehensive recruitment services for high school and junior high school for corporate customers. Finally, to be clear, no matter which way you take, don't worry. Take a systematic approach and spend more time at the beginning of the long-term strategy, so there is no need to repeat this work.