It is said that the following tricks will be used, and even difficult positions can be easily solved

Recently, I have encountered several partners who have been consulting and discussing the recipes or strategies for difficult positions in the enterprise. The difficult positions in the enterprise are a common problem for many human resources practitioners. Here, I will use this platform, combined with my own work experience, to share some relevant basic methods and ideas with partners.

[1] Authentic and attractive job advertisements will be compiled.

I believe this sentence is easy for everyone to understand, but when operating, you will find that a large number of human resources partners like to copy and paste job responsibilities or job descriptions directly into recruitment advertisements. In this way, it means that you are unilateral. A kind of self-promotion of what this position does, without knowing what job seekers are concerned about, what they need, what they can learn, etc. For this reason, when human resources partners publish job advertisements, they must consider the above points on how to compile your job advertisements. Only by doing this can you attract talents.

[2] It can provide a stage with development potential.

For the talents that are difficult to recruit in the enterprise, they are usually talents that are relatively scarce in the market. For such talents, it is only a single use of salary to attract them, which is often difficult to achieve. . Therefore, when recruiting difficult-to-hire talents, in addition to salary, it is also necessary to give relevant talents a sufficiently attractive stage, and this stage requires human partners to make relevant planning in advance, and only in this way can it be effective.

[3] Will choose a more targeted recruitment channel.

Human resources partners must be targeted when searching and publishing relevant difficult-to-recruit talent plans, that is: targeted advertisements, targeted recruitment platforms, diverse recruitment channels, and at the same time You should also make full use of your personal connections. Only in this way can you alleviate the difficulty of recruiting.

[4] Know how to relax recruitment conditions to attract talents.

For this, as long as the partners open the recruitment website or walk around others, they will find that many companies require a bachelor's degree or above to recruit an office clerk... Friends, don't forget that you are currently facing a more difficult recruitment. Position, if your conditions are so limited, it is estimated that you will not be able to solve this problem if you are exhausted. In the end, you will be accused of incompetence in recruitment by your boss. Therefore, partners must learn to draw inferences from one case, and relax the conditions of recruitment positions that are more difficult to recruit. Only in this way can you solve the problem of difficult recruitment.

[5] It will create a gap between interviewees and vacancies.

Many corporate bosses or human resource partners say that when recruiting, what they need to see is whether the applicant's ability matches the current position. This view is wrong when it comes to difficult-to-recruit talents. At this time, we must learn to empathize, that is to say, what can job seekers or interviewers learn through your job position, and is it beneficial to their career development? If a job seeker arrives at your position and can't learn anything, or the gap is not big enough, he cannot mention a leap forward in his career development, and the competent person is likely to reject you. Therefore, partners must learn to create this gap when recruiting for difficult positions.