In real life, as a hotel industry, the development speed is getting faster and faster. In recent years, with the chaos and non-standardization of hotel management and the different management levels, a large number of employees have slowly resigned in hotel work, and little by little they can't find development in hotel work. As a result, some people who left slowly told their colleagues about their experiences, which led to a little deterioration of the hotel industry in the hearts of migrant workers and even no longer yearned for hotel work. Our newspaper is recruiting, and we don't want to recruit some difficult people. There are fewer and fewer people applying for waiters. We can recruit some technical talents, professionals, senior talents and managers through newspapers. This can save more space, let you better recruit talents, and the font is clearer. Don't write too much, because job seekers can't read it well, because newspaper recruitment is also a kind of propaganda for enterprises. It's usually better to advertise on Monday. The current recruitment effect of Peninsula should be said to be relatively good, and it is also the best way to recruit talents. If you want to recruit fresh graduates, you should choose some social newspapers, such as Junfeng Express and Hongchen Newspaper. These newspapers will be distributed to the talent market, so as to be distributed to school students. Website Recruitment If the enterprise cooperates with the website to recruit, you should know the job of the person you want to recruit like the back of your hand. Check the resume on the website and inform the interview if you think it is appropriate, but the job seeker will ask some questions about salary, working hours, work content and so on. Moreover, we can't just send resumes, but also collect resumes on the website ourselves. If you see the right person, you may also inform the interview. This can better tap talents. Of course, we should also refresh the recruitment positions regularly. Campus recruitment This recruitment is a long-term recruitment and timely recruitment. Once you miss the opportunity, you will get into trouble in the recruitment. Therefore, you should always keep in touch with teachers, observe the campus dynamics and understand the enrollment situation of colleges and universities. For example, the admissions office went there to recruit students, so that you can know where the colleges and universities have students, and you can better understand whether we are recruiting people. If there are people from our hometown, the recruitment effect will be good. Because they will go back to their hometown after graduation, students should not exaggerate the scale of the hotel, accommodation conditions and related welfare benefits to avoid a sense of loss. As long as there are two cooperative colleges within one year, the problem of long-term staffing in this unit can be guaranteed. Another problem is school-enterprise cooperation: in this respect, if enterprises cooperate with universities, ordinary enterprises will pay a heavy price. This is mainly because enterprises are not thoughtful and have no long-term vision. To do a good job on the basis, we must first find a free secondary vocational college or university, so that the cooperation between colleges and universities will focus on student employment and avoid economic reasons. It depends on whether colleges and universities can recruit students with good employment, or whether students earn money for colleges and universities, or whether students practice to cope. Talent market Recruitment in talent market is mainly local people. Because there are talent markets in all districts of the city, and the recruitment time of each talent market is basically from Monday to weekend, coupled with the recruitment of corporate hotels, the talent market will vigorously promote recruitment and attract customers, but the effect is not good. There are: Qingdao Shinan Talent Market, Yanji Road Talent Market, Sifang Talent Market, Licun Talent Market, Haier Road Talent Market, Aijie Service Agency, Inner Mongolia Labor Market, China-Korea Labor Market, etc. , distributed in Qingdao. In addition, colleges and universities hold job fairs, which makes a large number of people scattered and makes it more difficult to recruit front-line personnel. Others, such as labor dispatch companies, human resources companies, intermediaries and other institutions, as well as internal staff introduction, charge higher fees for some human resources companies and intermediaries, and now hotels are passive in recruitment, so the cost is not low and the protection of personnel is not very good. For the introduction of internal employees, one person is not good, and another person will also affect and lead to resignation. Some friends introduced him. There is a lot to say about such kinship. When a company publishes a job advertisement, as a recruiter, we should know about the vacant staff in various positions in the hotel, (which must be reported by the person in charge of each position) their salary, general working hours, gender requirements, hometown requirements, height requirements, education background, work experience and other related information. Only in this way can the candidates speak more clearly when they call later, and can they give better and clearer answers to the work items of this position. Because the biggest problem facing a company's personnel department now is "retaining people", but recruitment is the premise. If the personnel department does not start from the basics, it is impossible to understand the thoughts and dynamics of employees. Therefore, only when the personnel department has made corresponding preparations for each post can we have more confidence in understanding the employee's dynamics, or if he has problems in the future, it is best for the personnel department to do ideological work. When advertising in the company, the person in charge of recruitment must have at least two telephone numbers registered in the advertisement, because if the job seeker sees your advertisement in the newspaper or website, he will call, and if your telephone number is on the phone, he may call again, but there are many things in the company, so many people will be on the phone, which will make it impossible to call in, so we will lose an applicant. Secondly, when the applicant calls in, it means whether we have done a good job and the corresponding telephone records. Do you know how many calls I get a day, how many people come for interviews and how many people stay? Such an analysis will know where the problem lies. Therefore, when the applicant calls, as the person in charge, we must clearly inform the applicant of the relevant position information, which can also ensure that the applicant will not choose another class because of the vague position. When interviewing in a company, candidates should know more about their work ideas and decide whether to stay or not from manners, personal work skills, sense of responsibility and attitude towards work. And if you think its personnel can be hired, the personnel department can interview directly to explain the company's development space and related benefits. At the same time, you should look at the employee's facial expressions when you speak, so that you can better know what is important in his heart, so that you can focus on what you need, but you should also be a good listener and affirm others. After the applicant comes, he must make it clear to the agent and arrange the staff dormitory, related work, meals, work clothes, etc. At the same time, we should also give care. A new employee will have some resentment when he first arrives at the hotel, so he must take good care of it. If employees stay for three days and leave after seven days, it is the manager's problem, because if employees work here for seven days without leaving, it is the management problem. Some managers say that employees are not suitable, why not say it within seven days? If a manager can't find something wrong with his employees within seven days, it's only one thing. The system of "employee return visit" and "complaint" is set up in the company hotel, so I personally think that the hotel should set up "employee return visit"