Principles of talent recruitment

Recruitment is the premise of enterprise human resources work. If a company's follow-up human resources projects are no matter how good, but the quantity and quality of pre-recruitment are not good, it will ultimately be of no help.

Strangely, many people think that recruitment is very simple and basic, and anyone can do it and do it well. If a company has a recruiter, it can recruit good people.

In fact, headhunting companies that can recruit high-end talents well are favored by business leaders because headhunters not only have their own professionalism and rich resources in the recruitment field, but also pay more attention to working methods than HR.

0 1. What is the essence of recruitment?

The essence of recruitment is a kind of business cooperation, an exchange or transaction. Enterprises recruit talents in the hope that talents will create more wealth than wages, so as to make enterprises bigger and stronger. Talents enter the enterprise in the hope that the enterprise will provide development space, so as to obtain income increase and personal growth. In other words, recruitment is a two-way thing and an exchange of energy.

Enterprises can't unilaterally demand employees, and employees can't unilaterally demand enterprises. Only when they all find common ground and are willing to let go of themselves and integrate with each other can they really do a good job in recruitment.

An excellent headhunter or enterprise HR can find the intersection between the applicant and the enterprise and complete the recruitment target from the intersection, which is to grasp the essence of recruitment.

02. What is the biggest obstacle in recruitment?

Information asymmetry is the biggest obstacle to recruitment. The applicant may know a lot about the enterprise from the Internet, but the enterprise only has that resume for the applicant's reference. Nowadays, there are even special interview training courses in the mixed market, which teach you how to fake your experience, pretend to be professional and become a bully.

The experience of headhunters tells us that such candidates may answer clearly in the interview, and it is difficult to distinguish the general HR. If you are not careful, you will join a very unreliable person.

You need many skills to quickly judge a person's ability, especially a person's management ability. Because HR and headhunters work in different ways, the former is waiting and the latter is actively digging. The advantage of actively tapping talents is that you will do full research on industries, enterprises and talent markets, and then do high-end talent search, instead of waiting for talents to be delivered to your door, you will follow the interview process according to his resume.

03. What is the biggest recruitment cost?

The biggest recruitment cost of an enterprise is not the human cost of HR, nor the platform cost of purchasing and publishing positions, downloading resumes and headhunting fees. The biggest recruitment cost of an enterprise is: recruitment time and opportunity cost.

The interview cost of HR executives or recruitment consultants is often ignored, but we should know that the time of corporate executives is precious. Calculate their time cost, in fact, the amount is amazing.

If the annual salary of an excellent backbone is 6.5438+0 million RMB, and 30% of the working time is in recruitment (many of them are more than this), we can calculate that the cost is 300,000 RMB. If the right person is recruited through the cost of 300,000 RMB, then the cost is still cost-effective, and it will be embarrassing if the cost is spent and no one is recruited.

Pay attention to recruitment, and pay more attention to recruitment cost. For many enterprises, the time cost may be really expensive, and even affect the life and death of some businesses.