Generally speaking, job hunting is in the late golden period of enterprise recruitment and talent, in March and April, September and October autumn, so there are "four" Yue in the recruitment market, "nine gold and ten silver". For HR, who can master more resumes first, there are more opportunities to contact excellent job seekers, so as to quickly find qualified personnel for the enterprise.
In this world, the only way is not to break. Recruitment is also true. What are they waiting for? Looking for resumes! So, what are the ways to find a resume?
First, prepare your resume.
1, accurately define the "talents" needed by enterprises.
In the definition of talents, enterprises need to consider the competition of talents in their own industries, corporate cultural values, job requirements, ideal candidates should have the ability and skills, in the job, need several years of work experience? For example, a position requires more than seven years of computer programming experience, teamwork skills, and collaboration with team members on high-intensity projects.
2, regard talent as a marketing process, not just recruitment.
Unique value propositions for talent make human resources, marketing, closely linked around a theme, public relations and executives, through appropriate employer brand design, public relations strategies, campus recruitment, network marketing, such as marketing, through the target group of value propositions for talent, dominate Talent attraction war.
Effective ways to improve your resume.
1, expand diversified recruitment channels.
Many hiring managers have only two channels: recruitment websites and headhunters, but they don't actually address the need for talent in the business. Judging from the number of resumes collected, companies rely on external recruitment sites to obtain resumes, recruitment portals and internal recommendations are inadequately developed. However, the internal suggestion is much higher than the old one.
2, establish an external inheritance library.
Senior managers and key technical positions are usually recruited through headhunting, but the recruitment costs are high and the recruitment cycle is long. The solution is to establish an external succession library, under normal circumstances, the external succession libraries are created and maintained by a dedicated person, identify key positions in the company, keep an arm's length from candidates by searching, friends to work candidates, and dynamically update the status of candidates.