What are the recruitment channels and how to expand them?

Recruitment channels: traditional recruitment websites, local talent websites, vertical recruitment websites, industry recruitment websites and graduate recruitment websites. Expansion can go to professional communities, and many professionals are active in some professional communities. For example, if you want to find a software engineer, you can go to open source China, JAVA and PHP communities. If you want to find a designer, you can go to the station to find it; If you want to find a copy, you can try your luck in Douban.

1. Traditional recruitment websites, such as Zhaopin, Worry-Free Future, cjol, etc., can conduct comprehensive talent recruitment nationwide.

2. Local talent website: it is mainly a platform built by talent exchange centers around the country, and its popularity and quality are relatively average. For some underdeveloped areas, the effect of local talent websites may be good.

3. vertical recruitment websites: such as hook, internal push network, Boss direct employment, etc. , focusing on the recruitment of a certain field or a certain position sequence.

4. Industry recruitment websites: such as China Health Talent Network and China Automobile Talent Network. You can choose the corresponding professional website according to your industry and recruit professionals.

5. Graduate recruitment network: such as Dajie. com, Job Search Network for fresh graduates, etc. , can be used as a supplement to the school recruit.

Matters needing attention in recruitment

1. Clarify job requirements: Before recruitment, clarify job responsibilities, skill requirements and qualification requirements. This will help attract suitable candidates and reduce mismatches.

2. Selection of recruitment channels: Choose appropriate recruitment channels, such as online recruitment websites, social media, industry forums, employee recommendation, etc. To ensure that the recruitment information can reach the target candidate group.

3. Attractive job description: Write a clear and attractive job description, emphasizing the benefits of the position and the company culture to attract potential candidates.

4. Screening resumes: effectively screen resumes and pay attention to the experience, skills and achievements of candidates, not just academic qualifications and qualification certificates.

5. Interview preparation: fully prepare for the interview, including understanding the background of the candidate and preparing relevant questions and evaluation criteria.

6. Interview skills: Use effective interview skills, such as behavioral interview questions and scenario simulation, to evaluate the adaptability and skills of candidates.