2 thoughts on “How to choose batch recruitment channels when recruiting sales”
Marc
(1) Repeatedly studying successful cases (2) Precision define its own target talents (3) Do a good job of new employee training, improve the incentive mechanism (4) Recruitment focus: channels and conversion Rate (5) Do a good job of inventory and retention of sales staff 1, networked channels. It is mainly to say that it is different from traditional face -to -face recruitment channels. They are constantly generated with the development of networkization and informatization. At present, there are some novel channels: (1 (1 1 (1 (1 (1 ) Weibo. It is only a few years, but the development is rapid, especially some young HR people will often use it, and we will also use it occasionally, but because there is no corresponding regulations, the authenticity of the information requires the recruitment unit independently to verify it completely to verify it completely It also leads to a kind of emotion that "available or not" and "want to use it without wanting to use", but after all, there will be no recruitment costs, but they do not want to abandon it. There are not many employees entering the company. (2) WeChat. Similar to the previous one, it is not too much. After the corresponding measures are relatively sound, it is estimated that it will be fully adopted. (3) group. This includes QQ group, MSN, street community, industry exchange groups, etc. This method should be more popular, the cost will not be generated, and the scope is wide and the amount of information is large. There are a lot of newcomers to enter the company in this way. I think that at present, this method is more popular than the previous two. (4) Remote. Although the cost of recruitment is low, the corresponding terminal equipment is required, including videos, telephones, certain venues, etc. We have used it several times, mainly recruiting experts or senior talents, and these talents are far away from other places and made a special trip to interviews to compare the interviews. Difficulty sometimes adopted. Because you can see people, smell the sound, listen to words, color discrimination, etc., such as the immersive situation, saving the time of both parties, is more popular, but the frequency of use is not good, just occasionally. (5) Looking for. With the development of new technologies and networks, the update and changes of our communication methods will occur at any time. In the future, there will be any new recruitment methods or channels. The mentality of using things and learning to use new means must not be suppressed and refused, otherwise, it will soon "out". 2, non -networked channels. At present, the novel recruitment channels have not exceeded the role of traditional recruitment channels, that is, traditional recruitment channels are currently the recruitment methods that all units are used. There are also some new changes in the traditional recruitment channels. Let's take a look at: (1) scene. The previous on -site recruitment fairs were posted everywhere with recruitment pages, promotional sounds, admission tickets, traffic flow, etc., so that the on -site recruitment of each unit was very chaotic. Candidates and recruiters were tired. At this time, the thief gangs who stole the items, the on -site broadcast reminded similar content that the order of the entire scene was not better than the vegetable market. Today's field recruitment basically uses electronic products, and there are fewer and fewer paper things. The cameras are equipped at the scene to deteriorate the order or stealing behavior. In addition, many on -site recruitment has canceled the phenomenon of employers and applicants, and has become a talent service platform for the government for free. But the recruitment effect is still a little bit ideal, looking forward to more changes. (2) newspapers. This is the original recruitment method of many units. However, with the increase in advertising costs and the decrease in the number of newspapers and periodicals, enterprises have gradually reduced a large length of recruitment, either to reduce length or simply not adopt this method. (3) Delivery. It turned out that many recruitment resumes were submitted by the paper submitted by the recipient. Although the real sense is very strong, the workload is very large, and many paper accumulation will be generated; now most of them become electronic resumes, but paper resumes will also allow paper resumes to be allowed to resume. After delivery, there are still some candidates who do not use the computer. (4) Internal recommendation. Over time, we have changed in terms of recommendation costs, number of people, and age requirements. Only in this way can we ensure the enthusiasm of the recommender. (5) website. This is the most way to adopt the most units at present, but with the intensification of competition between websites, the emergence of novel recruitment methods and the division of the industry regional recruitment channels, the website has also launched other preferential and value -added service projects. For example, online and online companies consult free services, visit the company regularly. (6) Looking for. At present, most companies still use traditional recruitment channels and occupy a large proportion of recruitment. , Influence each other, even "you have me, you have you", forming a situation of "you have you and me and promote each other". 3, some points. Actually, no matter what recruitment channels, the company's most important thing is the recruitment effect. No matter how low the cost is, it will not be popular. In front of these recruitment channels, we must improve our recruitment effect. The following points. (1) Clarify the needs of the job. The conditions and requirements of the recruitment position, including the content of the position instructions, including the requirements of the leaders at all levels, include the HR people who should know the implicit requirements of those who are not good at work experience, but the real existence of the real existence may be. It is not legal, but it should take care of the requirements of enterprises and positions. This understands that it may not be able to do it in one or two years. You need to accumulate and listen to opinions, and keep up with the changes and development of enterprises and positions. Otherwise, you will always be unclear and unprepared. (2) Recruitment should be taken in your heart. Many HR people think that it is his time outside 8 hours. If it is a person with a heart, outside 8 hours, in the communication and chat with friends, relatives, family members, etc., will not forget the recruitment. Such recruitment effects will be much better. (3) Carefully build a talent pool. What positions of the company set up, resumes and interviews from the company at the beginning of the company, resumes collected from friends, relatives, various channels, their classmates, colleagues, netizens, etc. Resume ... These are the sources of the talent pool, as Mr. Lu Xun said, regardless of whether it is good or bad, let's talk about it first. Only in this way can there be resources, channels, and "people do not hate less when they are used." In short, the traditional and novel recruitment channels are sometimes not obvious, and we do not need to be clear about the boundaries, because we are not concerned about what channels are used to recruit, but how we care about how to recruit suitable people in time to recruit suitable people in time Essence
(1) Repeatedly studying successful cases
(2) Precision define its own target talents
(3) Do a good job of new employee training, improve the incentive mechanism
(4) Recruitment focus: channels and conversion Rate
(5) Do a good job of inventory and retention of sales staff
1, networked channels.
It is mainly to say that it is different from traditional face -to -face recruitment channels. They are constantly generated with the development of networkization and informatization. At present, there are some novel channels:
(1 (1 1 (1 (1 (1 ) Weibo. It is only a few years, but the development is rapid, especially some young HR people will often use it, and we will also use it occasionally, but because there is no corresponding regulations, the authenticity of the information requires the recruitment unit independently to verify it completely to verify it completely It also leads to a kind of emotion that "available or not" and "want to use it without wanting to use", but after all, there will be no recruitment costs, but they do not want to abandon it. There are not many employees entering the company.
(2) WeChat. Similar to the previous one, it is not too much. After the corresponding measures are relatively sound, it is estimated that it will be fully adopted.
(3) group. This includes QQ group, MSN, street community, industry exchange groups, etc. This method should be more popular, the cost will not be generated, and the scope is wide and the amount of information is large. There are a lot of newcomers to enter the company in this way. I think that at present, this method is more popular than the previous two.
(4) Remote. Although the cost of recruitment is low, the corresponding terminal equipment is required, including videos, telephones, certain venues, etc. We have used it several times, mainly recruiting experts or senior talents, and these talents are far away from other places and made a special trip to interviews to compare the interviews. Difficulty sometimes adopted. Because you can see people, smell the sound, listen to words, color discrimination, etc., such as the immersive situation, saving the time of both parties, is more popular, but the frequency of use is not good, just occasionally.
(5) Looking for. With the development of new technologies and networks, the update and changes of our communication methods will occur at any time. In the future, there will be any new recruitment methods or channels. The mentality of using things and learning to use new means must not be suppressed and refused, otherwise, it will soon "out".
2, non -networked channels.
At present, the novel recruitment channels have not exceeded the role of traditional recruitment channels, that is, traditional recruitment channels are currently the recruitment methods that all units are used. There are also some new changes in the traditional recruitment channels. Let's take a look at:
(1) scene. The previous on -site recruitment fairs were posted everywhere with recruitment pages, promotional sounds, admission tickets, traffic flow, etc., so that the on -site recruitment of each unit was very chaotic. Candidates and recruiters were tired. At this time, the thief gangs who stole the items, the on -site broadcast reminded similar content that the order of the entire scene was not better than the vegetable market. Today's field recruitment basically uses electronic products, and there are fewer and fewer paper things. The cameras are equipped at the scene to deteriorate the order or stealing behavior. In addition, many on -site recruitment has canceled the phenomenon of employers and applicants, and has become a talent service platform for the government for free. But the recruitment effect is still a little bit ideal, looking forward to more changes.
(2) newspapers. This is the original recruitment method of many units. However, with the increase in advertising costs and the decrease in the number of newspapers and periodicals, enterprises have gradually reduced a large length of recruitment, either to reduce length or simply not adopt this method.
(3) Delivery. It turned out that many recruitment resumes were submitted by the paper submitted by the recipient. Although the real sense is very strong, the workload is very large, and many paper accumulation will be generated; now most of them become electronic resumes, but paper resumes will also allow paper resumes to be allowed to resume. After delivery, there are still some candidates who do not use the computer.
(4) Internal recommendation. Over time, we have changed in terms of recommendation costs, number of people, and age requirements. Only in this way can we ensure the enthusiasm of the recommender.
(5) website. This is the most way to adopt the most units at present, but with the intensification of competition between websites, the emergence of novel recruitment methods and the division of the industry regional recruitment channels, the website has also launched other preferential and value -added service projects. For example, online and online companies consult free services, visit the company regularly.
(6) Looking for. At present, most companies still use traditional recruitment channels and occupy a large proportion of recruitment. , Influence each other, even "you have me, you have you", forming a situation of "you have you and me and promote each other".
3, some points.
Actually, no matter what recruitment channels, the company's most important thing is the recruitment effect. No matter how low the cost is, it will not be popular. In front of these recruitment channels, we must improve our recruitment effect. The following points.
(1) Clarify the needs of the job. The conditions and requirements of the recruitment position, including the content of the position instructions, including the requirements of the leaders at all levels, include the HR people who should know the implicit requirements of those who are not good at work experience, but the real existence of the real existence may be. It is not legal, but it should take care of the requirements of enterprises and positions. This understands that it may not be able to do it in one or two years. You need to accumulate and listen to opinions, and keep up with the changes and development of enterprises and positions. Otherwise, you will always be unclear and unprepared.
(2) Recruitment should be taken in your heart. Many HR people think that it is his time outside 8 hours. If it is a person with a heart, outside 8 hours, in the communication and chat with friends, relatives, family members, etc., will not forget the recruitment. Such recruitment effects will be much better.
(3) Carefully build a talent pool. What positions of the company set up, resumes and interviews from the company at the beginning of the company, resumes collected from friends, relatives, various channels, their classmates, colleagues, netizens, etc. Resume ... These are the sources of the talent pool, as Mr. Lu Xun said, regardless of whether it is good or bad, let's talk about it first. Only in this way can there be resources, channels, and "people do not hate less when they are used."
In short, the traditional and novel recruitment channels are sometimes not obvious, and we do not need to be clear about the boundaries, because we are not concerned about what channels are used to recruit, but how we care about how to recruit suitable people in time to recruit suitable people in time Essence
The talent market is a relatively batch channel