Do you have an effective recruitment process and method?

Excellent talents always want to get the best job, regardless of their culture, race, religious belief, professional background and gender. In order to establish an effective recruitment process, try the following nine steps.

1. Make the job description more attractive. If the candidate already has a job and there are many invitations, the quality of the job will be one of the four factors (the other three are: leader, company and comprehensive environment) that determine which job the candidate will finally accept. If your "online" job description starts with the department number, followed by the job name, location and skills and requirements required for the job, it will be difficult for you to hire a good candidate. The title and the first two lines of the advertisement determine whether the advertisement is read or not, so the description of the first two lines must be attractive. The following paragraphs need to describe some projects and challenges related to this work. What we should pay attention to is what the candidate will do, what he will learn and what kind of person he will become after being elected, rather than what conditions are required for applying. This job description makes people want to press the "Apply" button. Job seekers usually read the job description before they become interested in the job. So if you want to hire high-end talents, don't ignore this step.

2. Don't use the job itself to "describe the job". Somewhere in the job description, it is necessary to link the position with the company's prospect, mission, or a big project or some important strategy. This will make the job look more attractive than itself.

3. Name the work with "culture". Do you have a company culture that needs employee diversity very much, or are you trying to achieve a company goal? In the past year, what percentage of women or other employee groups were promoted? You need to show the diversity of employees in your company more clearly in your job description.

4. According to the way the target employees look for jobs, formulate the way to publish job opportunities. High-end talents and high-demand candidates are different from most people in finding jobs. Because they are more critical about their work, the most important thing for them to accept a new job is their future development opportunities and current challenges. Therefore, advertisements such as job opportunities must be placed in a prominent position. In addition, if the candidate you need doesn't come to the door voluntarily, you can also go out and look for it. Of course, you can also start with "internal recommendation", find outstanding employees in the company, and ask them to recommend other outstanding talents, and then start making phone calls and establishing a contact network. But first make sure your job description is very attractive, otherwise everything else you do is meaningless.

5. Insist on investment. In other words, your marketing should be a long-term process, not a one-off activity. Don't just appear at some job fairs, you need promotion and sponsorship. Every month, every year, we should persevere, not here today and there tomorrow.

6. Let the managers of the employing department get involved as soon as possible. The recruitment department cannot complete the employee recruitment task alone. Managers of the employing department need to participate in this process and put some energy into it in order to make this task successful.

7. Plan a professional and thorough interview. Too many people think that the purpose of interview is to evaluate the ability of candidates, but most people who think so can't do an interview well. In fact, when you need to hire high-end talents and face talent competition, you can do more interviews. In the above circumstances, the interview needs to do the following:

● Every interviewer is very professional.

● Candidates have at least one hour to communicate with decision makers.

● The whole process respects the slow but thorough decision-making process of a high-end candidate.

Candidates can be sure that the interviewer has completed a thorough and accurate evaluation.

● Candidates talk for four times as long as interviewers.

When the candidate leaves, he hopes to get the job.

8. Employment and termination. In the interview, you described the challenges faced by this job and asked the candidate to describe his previous work experience related to this. Then you need to evaluate the real role of the candidate in the previous work in a deeper level. Applicants need to get the job in the interview. If you advertise too much, listen too little, or just hand over the job, then you can't hire high-end talents.

9. Good working environment. Now that you have some good high-end talents, create a good working environment for them, and then ask them for more lists of outstanding talents who may be interested in your company, and then start this 9-step cycle.

In the process of recruiting high-end talents, finding the names of candidates is the easiest part. It takes patience and skill to call them and get them interested in the conversation. It is more difficult to hire these talents and get information about other candidates from them, but it is also more important. It is also a great challenge to let the managers of the employing department and other related personnel integrate into this process. But it needs to be reiterated that these nine steps are not a one-off activity, but a process.