Specifically, each unit can recruit employees in the following ways:

1, recruiting employees through various recruitment platforms.

2. Recruit employees by attending job fairs.

3. You can send a recruitment notice to recruit employees.

4, you can wait for job seekers to recommend themselves.

5. You can find qualified talents through various relationships and channels and actively seek talents.

There is no difference between the above recruitment methods, and each recruitment method can recruit qualified talents.

Therefore, for units that need to attract talents, it is not important how to recruit. ..... The real key factor is how job seekers come to find talents and how to give full play to the potential of talents according to their personal situation.

On this issue, the unit needs to take practical and effective assessment measures to assess job seekers, so as to clarify the personal identity of job seekers and find and appoint talents.

Specifically, the guidance unit needs to evaluate job seekers through the following methods:

1, standardize the job-seeking competition process and establish the assessment standard.

2, seriously implement the assessment criteria, and seriously assess the ability of job seekers in all aspects.

3. Quantify the various abilities of job seekers.

4. Pay attention to the outstanding skills of job seekers.

5, according to the personal ability of job seekers, ranking, merit-based, determine the best candidate.

6. According to the finalists who stand out from the job seekers and their specialties, they are assigned to jobs that suit their characteristics and can give full play to their abilities.

By doing the above, we can select outstanding talents with strong ability, high quality and willingness from many job seekers, and employ them within the unit, give full play to their greatest potential, make the best performance, and achieve a win-win situation for the work efficiency of the unit and the personal performance of employees.