The development of an enterprise depends on people, especially for a small enterprise, it is absolutely impossible to grow and develop only by the ability of the boss. Many small business owners want to find some suitable people, but the business scale is small, the appearance image is unattractive, and the funds are not strong enough to provide attractive remuneration. This is another bottleneck for every small enterprise to recruit talents. How to break through this bottleneck is a headache for every business owner. I had this problem before. The first step, recruitment methods: there are many recruitment methods at present, so I don't want to say more. I think the most important way is to go to the talent market, because 80% people are looking for jobs in the talent market. As a small boss of an enterprise, you must not be stingy with recruitment fees. I found that some small bosses used some informal recruitment methods in order to save some money, and the results were predictable, so if they want to recruit talents, they must go to the formal talent market. The second step, recruitment content For most small enterprises, what is urgently needed is sales staff. In order to save trouble, some bosses write a number of business people on the recruitment poster, while others are gone. As a result, all the people looking for jobs are small enterprises, and they don't want to invest at all. Needless to say, the results, so I think we should write more recruitment posters, such as clerks, sales managers, drivers and so on. And the salary should also be written. Write higher, but not too much, so as to attract people to vote, so as to have more choices and recruit suitable candidates. The third step, the interview process is the most important process, which is related to the success or failure of your recruitment. How to conduct an interview should be carried out from these aspects; 1, the office environment should be clean and tidy regardless of the external conditions, so that people can see that this is an enterprising enterprise. 2, the company must be popular, if there are too few people, you can temporarily call a few friends from outside to help. 3, the boss must attend the interview in person, the boss's image is very important, so the boss must package himself, so that the interviewer feels that this boss is good and has development with him. The questions in the interview are very important. You must be prepared for the psychological test and let the candidates fill it out in the form of a questionnaire. Prepare a few questions, the most important of which is that when introducing the whole enterprise, you must make the future development direction, that is, the prospect of the enterprise, very attractive or powerful, so that candidates can feel that working in your enterprise can achieve their life goals and reflect their values. 5. If the interview time is in the morning, it is best to inform the second interview in the afternoon the next day to avoid the interview of candidates in other enterprises, so as to prevent brain drain. 6. During the second interview, training will begin. Training is very important. On the one hand, it shows that the company is more formal and pays more attention to talents. On the other hand, it can also make employees get better training and enter the role as soon as possible. This is very important. Many small companies don't pay attention to training at all, especially the salespeople who just went to work, and let them run with information. What should the salesman do if his eyes are black? Once they are hit, they will give up. As a result, less than a week passed and it was all wasted.