How to recruit talents needed by enterprises?

First, the preparation work before recruitment. Before each recruitment, we must make clear the necessary conditions for the recruitment position. Many times, what the employing department describes in the manpower demand does not guarantee that the candidates found accordingly are needed; At the same time, the communication between the personnel department and the employing department is not deep enough, and they don't understand the conditions for the position to be truly competent. Therefore, a clear job description and specific language expression (such as avoiding flexible and adaptable words) are the basic requirements. Secondly, we should have a certain understanding of the environment of the employing department, the personality of the supervisor and the professional knowledge of the post. The best choice is that professional and technical personnel are sent by the employing department to participate. Finally, recruiters should pay attention to image, dress, words and deeds, and understand the company's relevant systems. This small detail affects the company's image. Second, on-site recruitment should be professional. The good appearance and dress attitude of recruiters can reflect the overall level of a company and a group, but the reality is that many recruiters are too casual and poor in professionalism. For example, in the recruitment interview process, using uncivilized language, playing with mobile phones, and lying on the desktop for interviews, when enterprises are demanding higher and higher quality of candidates, the enterprises themselves show extremely disproportionate behavior, which has a bad impact on the recruitment quality. In addition, the recruiter is careless in the interview process, leaving a bad impression on job seekers who are left out, ignored and doubt the quality of the enterprise. For example, after asking a bunch of questions, the examiner said to the job seeker: Today's interview is over, you can go, which makes the job seeker think that he has not received due respect, and then doubts the corporate culture. This enterprise has lost another potential talent. Third, the second interview is comprehensive and objective, giving job seekers full opportunities to show themselves. When giving job seekers a second interview, most units will adopt face-to-face interview, but it is in this link that talents are most easily missed. 1, too subjective: Generally speaking, the first impression a candidate gives an interviewer will soon dominate the interviewer's mind, so the information exposed at the beginning of the interview has a greater impact on the interview results than the information exposed later. Four or five minutes after the interview, the vast majority of examiners have made a decision and generally will not change. Some interviewers can easily take their likes and dislikes and momentary intuition as the ultimate standard to measure a person. In such an interview, if you meet an interview expert, the examiner will soon be confused by the eloquence of the other party and will accept all the academic qualifications and qualifications recorded in the interviewer's resume. After the interviewer enters the company, he will know that he is a man who can only talk but not do things. If you meet a candidate who is not good at expressing, the company thinks that he is not smart enough and has no expressive force, then you are likely to lose an excellent talent! Other interviewers focus on promoting the recruitment positions of enterprises during the interview, without seriously evaluating the skills of candidates, and it is easy to fall into the trap of one-sided impression and ignore the responses of candidates. Generally speaking, it is enough to spend 90% of the time talking in detail and 15% of the time introducing the company and position. 2. The interview is too general, and there is no opportunity for job seekers to fully show it: the interview is too general, and the level of job seekers is not examined. Many supervisors are inexperienced and lack of perfect preparation, so they don't have a general understanding of the people who will be interviewed. When you meet a boastful candidate, you often can't grasp the interview topic. Finally, it takes too long to make a hasty decision based on impression. Other recruiters are not good at digging out the information they want through leading questions, which leads to the interview becoming small talk. Therefore, before the interview, the examiner had better take a few minutes to browse the resume, even if the applicant has just written a cover letter or resume in the reception room, he should read it briefly before thinking about the problem. Fourth, a reasonable employment mechanism. A survey shows that the inconsistency between the expectations of enterprises and job seekers is the main reason why enterprises and job seekers finally parted ways. Among them, salary, development space and concept are the most prominent contradictions between enterprises and job seekers. Among them, salary is still the first, and there is no doubt that the contradiction between job seekers and enterprises in this respect is also the most intense. While the company complains that job seekers pay too much attention to money, candidates also have their own opinions: I think the current company has high short-term expectations for employees and is too pragmatic. Many companies have very strict professional requirements when recruiting talents, but the salaries they offer are pitifully low. It is not uncommon for horses to run without eating grass. Enterprises always dream of hiring the best talents at the least cost, which will naturally intensify the contradictions between the two sides. Therefore, it is necessary for enterprises to make clear whether the people they are looking for are for business or work. If the enterprise is looking for employees with the sincerity of finding partners, caring about the development of employees and considering from the perspective of employees, there will be no shortage of outstanding talents. Otherwise, even if you have one or two good talents, you will fly higher and higher. As for the inconsistency of corporate culture, ideas and values, it is also a prominent problem, not an easy thing to solve. If the enterprise can't provide competitive salary, then you can also try to make up some psychological gaps through other software. Including giving full respect to job seekers, deploying to suitable positions, cultivating good corporate culture and so on. If the two sides can communicate, exchange, understand and cooperate on an equal footing and put themselves in their own shoes instead of just taking unilateral actions to achieve their unilateral goals, it will be easier for enterprises to find suitable people and job seekers to find suitable positions.