How to determine the scale of corporate recruitment Pyramid

Talents must first be recruited through recruitment. Therefore, the competition of a company has a lot to do with its recruitment ability. In fact, many companies have the problem of "difficulty in recruiting". Especially for small and medium-sized enterprises, the phenomenon of "difficulty in recruiting" is even more serious because of their low reputation and unattractive salary and benefits they can provide. However, many companies often attribute "recruitment difficulties" to external reasons (such as lack of talent, high requirements from applicants, etc.), but they rarely realize that this "difficulty" may be due to their own recruitment strategies, recruitment strategies, etc. Caused by inappropriate methods. The author believes that to solve the problem of "difficulty in recruitment", we should start from three levels: technical, tactical and strategic. 1. Technical level: The problem to be solved at the technical level to achieve scientific selection is to use scientific methods to quickly and accurately identify candidates who meet the job requirements in terms of knowledge, experience, ability, personality, motivation, etc., through scientific methods, and achieve Matching people with jobs to reduce employment risks. The technical solutions mainly include the following aspects: 1. Clear talent standards. If there are no standards for selecting people, or the standards are not clear and unified, it will cause two problems: First, recruitment efficiency cannot be guaranteed, because you Not knowing what kind of person is suitable and what kind of person is not suitable will waste a lot of time and energy; secondly, the quality of recruitment is difficult to guarantee. After HR has worked hard to recruit, the ability and quality are not up to par. Job requirements, employer department dissatisfaction, etc. Therefore, establishing clear talent standards is a prerequisite for improving recruitment efficiency and quality. Effective talent standards should accurately reflect the requirements of the position, and at the same time help correctly screen out qualified candidates. In layman's terms, it means only selecting the right ones, not the expensive ones. 2. Rigorous recruitment process The recruitment process should be well connected and should be neither too long nor too short. If it is too long, it will waste energy and cost, and it will also make the applicant feel that the efficiency is too low. If it is too short, it will be too hasty and make the applicant feel that the company's management is not standardized. Therefore, it should be handled flexibly according to the nature and level of the position. Generally speaking, the higher the job level, the more user-friendly the process is. If it is a large-scale recruitment, you can also consider adopting a round-by-round elimination method. In addition, the use of effective resume analysis and screening technology and recruitment management systems can help quickly eliminate obviously unqualified applicants and greatly improve recruitment efficiency. 3. Scientific assessment tools There are many tools for talent assessment, including online standardized psychological tests, offline evaluation center technology, interviews, background checks, etc. Assessment is like going to the hospital for a physical examination. Different tools measure different indicators. Each tool has its focus and limitations. If the tool is not selected properly, scientific and accurate evaluation cannot be achieved. Theoretically, the more tools you have, the more comprehensive, accurate and in-depth the ability and quality of candidates can be examined. However, you must also consider the issue of cost and effort, so choosing the right tools is critical. Generally speaking, the higher the level and the more important the position, the more and more advanced the tools should be, and vice versa. 4. Professional recruiters and assessors include recruitment planners, organizers, organizers, interviewers, etc. Excellent recruiters must first be strong in business, have rich recruitment experience, and be proficient in recruitment methods and processes. Secondly, you must have good professional qualities, be able to treat every applicant seriously, overcome various biases in the recruitment process, patiently provide services and help to applicants, check the recruitment work, and establish a good corporate image for the company. image. 2. Tactical level: Expand the scope of talent selection. If there are no candidates, no matter how good the recruitment technology is, it will not be effective. Therefore, what needs to be solved at the tactical level is to adopt effective strategies to find more candidates and expand the scope of talent selection. Solutions at the tactical level mainly include the following aspects: 1. Appropriate recruitment timing. Before recruitment begins, it is necessary to carefully analyze the changing trends in talent supply and choose the appropriate timing for recruitment. If you choose the wrong time, it will become more difficult to recruit. For example, the golden period for social recruitment is the "Golden Three and Silver Four" because after the Spring Festival is the peak period for job hopping and the sources of applicants are wide; the golden period for campus recruitment is the "Golden Nine and Silver Ten" because being first in line can recruit more outstanding candidates. Talent. Of course, this also depends on the actual situation of the enterprise. What the enterprise needs is not the best talents, but the most suitable talents. Therefore, for some small and medium-sized enterprises, it may be more appropriate to recruit after the peak period of campus recruitment.

2. Appropriate recruitment channels There are many recruitment channels. When recruiting different employees, you should choose different channels. For example, for large-scale campus recruitment, you should go to campus for on-site recruitment. For small-scale campus recruitment, you can publish information on special recruitment websites. For recruiting executives and senior professionals, you can seek help from headhunters. For general social recruitment, you can choose some large-scale recruitment. Well-known recruitment websites, professional websites for special talents in some industries, and traditional channels such as newspapers or television for recruiting general workers or labor workers. 3. Clever recruitment advertisements. Recruitment advertisements have certain fixed content, such as what kind of people are recruited, what are the specific requirements, etc. The design of recruitment advertisements must first highlight the key points and clarify the priorities, and present the recruitment positions and specific requirements in the most concise and clear language or diagrams so that people can understand them at a glance; secondly, the company and positions must be appropriately described under the premise of authenticity. The third is to be creative in form and content and attract attention. Qualified companies can also hold information sessions, special job fairs, etc. 4. Proactive recruitment attitude. After posting recruitment information, you can receive resumes from applicants. But sometimes it's not enough to just "wait and wait"; you also have to "take the initiative." Because some job seekers have rich work experience and are not anxious to find a job, or some job seekers are still employed and will not change jobs easily without good opportunities. If you want to win the favor of these applicants, you might as well be more active and actively search for qualified people on recruitment websites and contact them through various methods, so that you will not miss any talents. 3. Strategic level: Attracting excellent talents at the technical and tactical levels can only alleviate the problem of "difficulty in recruiting" to a certain extent. To fundamentally solve this problem, we must establish a good image of respecting knowledge and talents, and improve employee satisfaction. degree and cultural identity, and create a good employer brand to attract outstanding talents to apply for employment and join, so that the company's talent pool is full of talents and becomes a reservoir of talents. The solutions at the strategic level mainly include the following aspects: 1. Competitive salary The economic foundation determines the superstructure. Salary is the most basic and fundamental way among all incentive methods. If this is not achieved, no matter how good other things are, They are all false. Because salary represents an affirmation of the value of talents to a certain extent. If you are not willing to pay a penny more in salary, how can you say that you respect talents? Money can make all the difference, and competitive salary is the primary factor in attracting talents. First, the salary level must be attractive to a certain extent so that the quality of life of employees can be guaranteed; second, the salary structure must be flexible and can adopt personalized salary measures according to the special circumstances of different talents. 2. Broad development prospects. In a thriving enterprise, personal development will of course be "rising tide lifts all boats". Zhu Bajie is greedy, sleepy, selfish, and fond of slander. Why did such a person finally achieve enlightenment and be named the "Pure Altar Envoy" by Tathagata Buddha? It's because he followed the right organization. On the other hand, if a business's prospects are bleak and it is impossible to develop and grow, how can an individual develop? Therefore, companies must focus on improving business performance. Only when performance is good can they attract talents, because only when you have meat to eat will people be willing to come. 3. A platform to display talents. No matter how excellent the company is, if individuals do not have suitable positions and heroes have no place to perform, it will be difficult to attract talents. Therefore, enterprises should provide talents with a platform to display their talents and provide various supports and assistance for the growth and development of talents. In particular, enterprises should design career development channels for employees so that employees and the enterprise can grow together. 4. Good corporate image. When looking for a job, many people apply based on the reputation of the company. At this time, the quality of the corporate image plays a decisive role. In other words, every company must maintain a good corporate image in order to gain the favor of more applicants. To establish a good corporate image, we must cultivate both internal and external aspects. First, we must develop our internal skills and provide excellent products and services to the society. Secondly, we must introduce and promote ourselves to the public through various publicity means, so that the public can understand and deepen their impression. In short, for enterprises, except for talents, everything is just a cloud. If you hold on to talents, you will hold on to the future. Therefore, enterprises should effectively solve the problem of difficult recruitment from the three levels of strategy, tactics and technology based on their actual situation. Whether you believe it or not, I believe it anyway.