資深獵頭公司有哪些招聘渠道？下面山東獵頭公司給大家說一下：

 

What are the recruitment channels for senior headhunters? Now, Shandong headhunting company will tell you:

 

一、內(nèi)部

 

1、 Internal recommendation

 

1、員工

 

1. Employee recommendation

 

制定一些激勵政策，鼓勵內(nèi)部員工。比如成功一個崗位獎勵。

 

Formulate some incentive policies to encourage internal employees to recommend. For example, how much is the reward for recommending a successful position.

 

2、內(nèi)部輪崗

 

2. Internal rotation

 

就是把難招聘的一些重要崗位考慮由內(nèi)部人員進(jìn)行輪崗，然后再招聘那些空缺出來的崗位，這樣是可以降低招聘的難度的。

 

It is to consider the rotation of some important positions that are difficult to recruit, and then recruit those vacant positions, which can reduce the difficulty of recruitment.

 

3、離職人員的聯(lián)系

 

3. Contact of resigned personnel

 

離職人員也是公司非常重要的資源，因為他對公司是非常了解的，完全可以和宣傳，多以做好員工的離職管理也是非常重要的。

 

Resigned personnel are also very important resources of the company, because they know the company very well and can be recommended and publicized. It is also very important to do a good job in employee resignation management.

 

二、移動網(wǎng)絡(luò)招聘

 

2、 Mobile network recruitment

 

移動網(wǎng)絡(luò)招聘是我們比較熟悉的，包括微信、公眾號、微博、QQ、微視頻、手機招聘APP等。

 

Mobile phone recruitment is familiar to us, including WeChat, official account, micro-blog, QQ, micro video, mobile phone recruitment APP, etc.

 

1、社群招聘

 

1. Community recruitment

 

現(xiàn)在的微信群是大部分人活躍的重要陣地，而qq群的熱度已經(jīng)遠(yuǎn)遠(yuǎn)不如以前了，但根據(jù)統(tǒng)計90后和95后玩qq空間的反而更多，這個是需要注意的。

 

Now wechat group is an important position for most people to be active, and the popularity of QQ group is far less than before, but according to statistics, the post-90s and post-95s play QQ space more, which needs to be paid attention to.

 

2、微視頻招聘

 

2. Micro video recruitment

 

另外，微視頻是營銷領(lǐng)域里面非常重要的一個方式，也是現(xiàn)在比較火的一種方式，我們完全就可以借鑒過來，把它用在招聘上，一方面可以把自己公司的事拍成視頻放在網(wǎng)上，讓策劃公司給推廣一下。發(fā)布的內(nèi)容一定要簡短、直接、亮點突出。

 

In addition, micro video is a very important way in the marketing field. It is also a popular way now. We can learn from it and use it in recruitment. On the one hand, we can make a video of our company and put it on the Internet for the planning company to promote. The content released must be brief, direct and highlight.

 

3、APP招聘

 

3. App recruitment

 

現(xiàn)在很多事情都可以在手機上，移動互聯(lián)網(wǎng)已經(jīng)實實在在的生活了，所以我們的招聘也可以通過手機實現(xiàn)?，F(xiàn)在很多招聘網(wǎng)站都有自己的APP了，大家可以下載，然后實時使用。

 

Now many things can be solved on mobile phones. Mobile Internet has been a real life, so our recruitment can also be realized through mobile phones. Now many recruitment websites have their own apps, which you can download and use in real time.

三、網(wǎng)站招聘

 

3、 Website recruitment

 

網(wǎng)站招聘包括全國性的招聘網(wǎng)站，地方性的網(wǎng)站，行業(yè)門戶網(wǎng)站，和一些搜索性的網(wǎng)站。而招聘網(wǎng)站在招聘渠道中是排在位的，是所有招聘渠道里面效果更好，提供簡歷更多的。

 

Website recruitment includes national recruitment websites, local websites, industry portals, and some search websites. The recruitment website ranks first in the recruitment channels. It has the best effect in all recruitment channels and provides the most resumes.

 

1、職位發(fā)布的信息描述。招聘信息一定要吸引人。

 

1. Job posting information description. The recruitment information must be attractive.

 

2、每天信息的刷新置頂。要讓信息保持新鮮度，才會讓更多人看到，而不是被沉下去;

 

2. Refresh the information every day. To keep the information fresh, more people will see it instead of being sunk;

 

3、首頁展示的應(yīng)用。很多招聘網(wǎng)站的套餐里都會包含有首頁展示，提升認(rèn)知度。

 

3. The application displayed on the home page. Many recruitment website packages will include a home page display to improve awareness.

 

4、關(guān)鍵詞的搜索，先緊后松。搜索簡歷的時候要盡量多的搜到相關(guān)的簡歷，比如，一開始搜索詞為：年齡、性別、、畢業(yè)年限等等，但你去掉或畢業(yè)年限，又會搜到新的簡歷。同時可以多換幾個關(guān)鍵詞，也會有新的收獲。

 

4. Keyword search, first tight and then loose. When searching your resume, you should try to find as many relevant resumes as possible. For example, at the beginning, the search terms are: age, gender, major, graduation years, etc., but if you remove your major or graduation years, you will find a new resume. At the same time, you can change a few more keywords, and you will get new harvest.

 

5、簡歷的審核。我們在下載簡歷之前要快速的瀏覽并且判斷這份簡歷是不是符合要求，看工作經(jīng)歷、工作年限、家庭地址等等這幾個關(guān)鍵的要素，十幾秒快速判斷是否合適。

 

5. Review of resume. Before downloading the resume, we should quickly browse and judge whether the resume meets the requirements. We should quickly judge whether it is appropriate by looking at the key elements such as work experience, working years, home address and so on.

 

四、社交招聘

 

4、 Social recruitment

 

社交招聘體現(xiàn)出了人脈的關(guān)鍵性，包含了同學(xué)、同事、同行大咖、論壇沙龍、行業(yè)展會。這也是比較重要的渠道，如何挖掘這個渠道的潛力呢?

 

Social recruitment reflects the key of contacts, including classmates, colleagues, peers, forum salons and industry exhibitions. This is also an important channel. How to tap the potential of this channel?

 

01鏈接資源

 

01 link resources

 

讓認(rèn)識的大咖或者人士進(jìn)行或宣傳，因為自己的資源是有限的，而業(yè)內(nèi)的大咖他們認(rèn)識的人脈和資源要比你多，讓他們和宣傳影響力肯定比你大。

 

Let the big coffee or professionals you know recommend or publicize, because their resources are limited, and the big coffee in the industry knows more contacts and resources than you, so their recommendation and publicity influence must be greater than you.

 

02借助資源

 

02 with resources

 

尋找網(wǎng)紅，大V進(jìn)行合作。多參加一些論壇，沙龍活動去認(rèn)識更多的人脈。

 

Find wanghong and big V for cooperation. Participate in more forums and salons to get to know more people.

 

03擴大影響

 

03 expanding impact

 

在社交網(wǎng)絡(luò)去發(fā)布信息，讓更多人看到。利用一切可以利用的社交網(wǎng)絡(luò)去發(fā)布信息。

 

Publish information on social networks for more people to see. Use all available social networks to publish information.

 

五、人才信息庫

 

5、 Talent information base

 

人才信息庫的建立主要來源兩方面：

 

The establishment of talent information base mainly comes from two aspects:

 

是企業(yè)內(nèi)部人才庫，來源于現(xiàn)有員工的人脈關(guān)系，在職人員，離職員工的回訪等，要通過諸如伯樂獎、員工獎勵等方式，逐漸形成一條自己企業(yè)搭建的供應(yīng)鏈。

 

The first is the internal talent pool of the enterprise, which comes from the contacts of existing employees, on-the-job personnel recommendation, return visit of resigned employees, etc. it is necessary to gradually form a supply chain built by its own enterprise through methods such as Bole award and employee recommendation award.

 

第二是企業(yè)外部人才庫，大多數(shù)情況下，企業(yè)內(nèi)部人才無法滿足的情況下，就會從外部來招聘人才，形成外部人才庫。

 

The second is the external talent pool of the enterprise. In most cases, when the internal talents of the enterprise cannot be met, they will recruit talents from the outside to form an external talent pool.

 

感謝您的閱讀，希望以上內(nèi)容能對您有所幫助，如您想了解更多精彩內(nèi)容請點擊我們的官網(wǎng)：山東獵頭公司http://www.merkfinz.com。

 

Thank you for reading. I hope the above content can help you. If you want to know more wonderful content, please click our official website: Shandong headhunting company http://www.merkfinz.com 。