As Han Ming spoke, he also lamented the lack of talent in the company.
Originally, the discussion about recruiting new employees that afternoon was only between Han Ming, Liu Debao, and Zhuang Yan; Liang Jianxing and Zhao Lihua did not participate.
Now that Han Ming has brought this up, they've started thinking about it too.
"Han Ming, in my opinion, we need to increase the compensation for recruitment so that we can attract outstanding talents," Liang Jianxing said first.
Zhao Lihua nodded and continued, "That's right, and we also need to broaden our recruitment channels. We can't just limit ourselves to a few common recruitment websites."
Han Ming said thoughtfully, "Increasing salaries is feasible, but we also need to consider the company's costs. As for recruitment channels, let's all think about what new avenues we can explore."
Liu Debao pondered for a moment and said, "How about we hold special recruitment fairs at some universities? There are many excellent candidates among today's college students."
Zhuang Yan shook his head: "Competition at university job fairs is fierce. Our company isn't well-known enough, so we might not be able to attract top students."
Everyone fell silent, racking their brains to think.
Suddenly, Zhao Lihua's eyes lit up: "I have an idea. We can use employee referrals. Employees in the company know their network better, so the people they recommend are probably more reliable."
Han Ming clapped his hands: "That's a good idea, but we also need to set up some reward mechanisms to encourage employees to actively recommend it."
Everyone agreed and began discussing specific reward measures.
"How much should the reward be?" Liang Jianxing asked.
Han Ming thought for a moment and said, "We will give different rewards based on the position and ability of the recommended talent. For example, we will reward 5,000 for successfully recommending a talent for a senior position and 2,000 for a talent for an ordinary position."
"How do we screen and evaluate the people who are recommended?" Liu Debao asked a new question.
Zhuang Yan said, "We can first conduct an initial resume screening, and then arrange interviews and written tests to comprehensively evaluate their abilities and qualities."
Han Ming added, "During the interviews, all of us need to participate to ensure that we select the right talent for the company."
Over the next few days, everyone began to act according to the discussed plan. Han Ming was responsible for developing a detailed recruitment plan and promotional materials, Liang Jianxing contacted some partners to help promote the recruitment information, Zhao Lihua promoted the employee referral reward policy within the company, and Liu Debao and Zhuang Yan prepared relevant questions for interviews and written tests.
After the announcement was made, we received a number of resumes, but the quantity and quality were not ideal.
"What can we do? If this continues, it will be difficult to recruit the talent we need." Liu Debao was somewhat anxious.
Han Ming comforted him, "Don't panic, let's think of another way. Maybe the publicity isn't strong enough."
At this point, Zhao Lihua suggested, "Why don't we do some promotion on social media? Many people are now looking for jobs through social media."
Therefore, Han Ming arranged for someone to post recruitment information on major social media platforms and actively interact with potential job seekers.
After some effort, the number of resumes received gradually increased.
"Finally, things are starting to look up." Zhuang Yan breathed a sigh of relief.
However, during the resume screening process, they found that many job seekers' professional skills and work experience did not match the company's needs.
"It seems we need to further optimize our recruitment requirements and promotional content to make it clearer to job seekers what kind of people we are looking for," Han Ming said.
After readjusting their recruitment strategy, they finally attracted a group of qualified job seekers.
On the day of the interview, Han Ming and the others arrived at the company early to prepare to welcome the job seekers.
The first person to come in was a young man who seemed very confident, but he appeared somewhat impetuous when answering questions and lacked a deep understanding of the industry.
Han Ming exchanged glances with the others and made a judgment in his mind.
The next few job seekers each had their own strengths and weaknesses, making it difficult for them to choose.
In the afternoon, a girl named Lin Xiao arrived. She not only had solid professional knowledge but also quick thinking and unique insights into the company's development.
Han Ming and the others were immediately impressed. After in-depth discussions, they were all very satisfied with her.
"It would be great if we had more talents like Lin Xiao," Liu Debao said.
Over the next few days, they interviewed several more people and eventually narrowed it down to a few suitable candidates.
After the new employees joined the company, Han Ming personally trained them to help them quickly become familiar with the company's business and culture.
However, new problems arose. The new employees' unfamiliarity with the workflow caused delays in some projects.
“That won’t do. We need to find a way to speed up their integration,” Liang Jianxing said.
Han Ming decided to assign mentors to new employees for one-on-one guidance.
After a period of adjustment, the new employees gradually adapted to their work, and the company's business began to progress smoothly.
But Han Ming knew that talent cultivation and recruitment was a long-term process that could not be relaxed in the slightest.
Just then, news spread through the industry that a competitor was laying off a number of its best employees due to poor management.
Han Ming felt this was a rare opportunity and immediately arranged for people to contact the laid-off employees to see if any of them were willing to join their company.
Through their efforts, they successfully attracted several experienced professionals.
With the company's talent pool continuing to grow, Han Ming is full of confidence in the future.
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