Busy, but can't recruit the right person? Switching back and forth between multiple recruitment websites is time-consuming and laborious? Hundreds of resumes are screened, but few are reliable? Low efficiency of offline repeated communication and collaboration? Is it difficult to resume recruitment progress, stage transformation and channel contribution?
Now the post-90s and post-00s are pouring into the workplace, and candidates and enterprises have entered a "mutual election war". Screening is more annoying and entry is more difficult... If you want to "cram" again in the peak recruitment season next year, I'm afraid "Buddha will give you a kick".
With the change of economic environment and regulatory environment, many enterprises are slowing down. Endless expansion is no longer the first choice, and refined operation has become a necessity. HR needs to sort out the recruitment process as a whole and clarify the layers of resistance of traditional talent recruitment.
As the recruitment cost of each channel increases and the resume cost increases, how can HR optimize the channel cost, count the channel conversion rate, and finally improve the recruitment efficiency?
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