First, clear the development goals of the enterprise, specific to the personnel management goals, detailed to the job requirements;

Second, according to the different development stages of enterprises, they have different preferences for talent demand. For example, they pay attention to market development in the early stage and management and innovation in the middle and late stage;

Third, we must combine the corporate culture of our company, otherwise there will be a phenomenon of acclimatization. For example, a talented person may have strong personal ability, but he is incompatible with the team and will spend considerable energy to solve and coordinate, which is not worth the candle.

Fourth, according to the characteristics of talents, take a variety of recruitment methods to ensure the recruitment of suitable talents.

Fifth, broaden the recruitment channels, and do not stick to one pattern to ask for people.

6. It is very important for personnel recruiters to be prepared. For example, mentality, the quality of preparation questions, etc.