How to recruit a shooting team

1. Recruitment information should be accurate and attractive.

Pay attention to the drafting of recruitment information, which should be accurate and attractive, generally covering six points: company profile, job responsibilities, job requirements, work place, working hours, salary and benefits. These six basic contents are necessary, and the more detailed the better, so that candidates can have a more comprehensive understanding.

And positioning must be accurate, especially job responsibilities and job requirements. You can't follow the description of the same position on the recruitment website at will, because each company has different definitions of the same position, so it is more appropriate to locate it according to your own needs, so as not to be too vague or too high, misleading candidates and delaying yourself.

Sometimes we need to find some like-minded people according to the characteristics of our own industry. For example, if you shoot a baby, you must recruit some stable, meticulous and caring people. Wedding photography should recruit some lively and cheerful people and find the right person according to their own attributes.

Most photography studios are not well-known or just started, so when recruiting people, we must highlight some of our advantages, such as good company prospects, relaxed atmosphere, afternoon tea, and organizing tours every year. And it is more attractive to show them some examples.

2. Efficient resume screening

Screening resumes is a physical activity, which often requires reading a large number of resumes, and then selecting the right person from them for an invitation interview. So how to quickly screen them? Here are some tips to help you screen your resume more easily.

1. Identify the source

Generally speaking, resumes received come from two sources. One is that we actively search for the corresponding resume and invite an interview, and the other is that the interviewer actively delivers it. For these two resumes, we need to spend more time on the former, because we took the initiative to find them before, and the fit is definitely high; However, the resume submitted by the interviewer is often submitted by Shanghai Investment, which has a low fit and can be browsed a little faster. Of course, there are also many resumes that I think are appropriate.

Pick rough ones

When looking at resumes, we can roughly screen out some resumes from four dimensions: academic qualifications, professional relevance, age and working hours, and job-hopping frequency. Academic qualifications can show what level of education the applicant has received; Professional relevance can show whether the major that the applicant has studied or engaged in corresponds to us and how high the fit is; Age and working hours can roughly judge the work experience and level of candidates; Job-hopping frequency can reflect whether candidates are relatively stable in the work process. If the job-hopping frequency is high, it means that it is not stable enough. This kind of people need to use it with caution, and the first three points are also considered according to their own needs and screened as appropriate.

Choose carefully

In the current talent market, most resumes are packaged and falsified to varying degrees, so we need to identify some resumes after rough selection. For example, some items written in the resume are vague, and there is no clear process and result. At this time, we can mark it in our resume, ask questions in telephone invitations or interviews, and see the candidates' answers.

3. Interview invitation needs attention

After screening resumes in the above two steps, you can arrange interview invitations for those who stay. When arranging interviews, you should also do the following.

1. The invitation time is particular.

Because some job seekers may still be working instead of leaving their jobs, it is necessary to set different invitation times for positions. For example, photographers are busy on weekends and are busy with shooting business. It is more appropriate to invite them from Monday to Friday, and administrative staff are busy on Monday. It is more appropriate to arrange them from Tuesday to Sunday. The invitation time is reasonably allocated according to the busy and idle time of different positions.

2. Words are special

Say hello first, then report yourself. If you are the boss and have no HR, you should also claim to be the HR of the company, so that people will not feel abrupt. After all, you are really doing HR work, which is not a lie. Try to take the initiative in the invitation time, first put forward to see if the applicant is suitable, and then adjust if it is not suitable. There are also basic information to be told, such as company address, job arrangement, daily work content that needs to be responsible, etc. , to see if there are any inappropriate places in all aspects of the applicant, so as to make timely adjustments. It is best to add a WeChat to facilitate contact. You can also browse the applicant's circle of friends and learn some details about him.

3. Stay happy when you are invited.

Keep a good mood when making a phone call, because a person's voice can convey his mood and expression at the moment. Try not to call with negative emotions, otherwise it will affect the candidate's judgment of you.

4. The invitation information should be comprehensive.

Finally, when sending an interview invitation email or information to the applicant, the content must be comprehensive, including the company name, company address, invitation time, contact information of the inviter, etc. And it is best to include the bus route, so that the applicant feels very intimate and will have a good impression on your company.

There are specialties in the art, so you should master the tricks no matter what you do. When we recruit talents, we will certainly be able to dig out valuable talents and win them in one fell swoop!