Human resources dig people.

In today's society, talents are very scarce, and they are also very scarce in the workplace. Nowadays, many people know that going to work is just muddling along, not making progress and fishing in troubled waters. Every company wants useful talents. This time depends on human resources. The following are the skills of human resources poaching.

The first step is the collection and arrangement of information channels.

First of all, the first problem we face when digging people is the information channel, that is, through what channels can we find the talents we need.

There is no doubt that the person we want to dig must be in the rival company and its affiliated companies. Therefore, the first step we have to do is to collect and accumulate information channels.

I believe that HR professionals who are concerned about recruitment must have a certain understanding of the information of the other company, such as the structure of the other company, the functions of various departments, workflow, general job responsibilities, the heads of relevant departments, and the benefits of related positions.

Step 2: Collect basic information of potential personnel.

With the above information fully prepared, we should collect the basic information of the relevant personnel of the rival company.

For example, if the other party is an advertising company, if I want to find the channel manager of the other party, I must have relevant information about this person, at least know who he is. What is your function in the company? How is the treatment? What is the ability? What's the relationship with leaders and other colleagues? Better get to know his family.

Of course, the information acquisition channels mentioned here must be formal. There may be the following channels to obtain information:

1. Searching for his resume in the background of the recruitment website is a simple and direct way;

2. Ask people in the circle, no matter what industry you are in.

Step 3: Contact the target person.

1, through the network, you can write an email directly to the other party, with a euphemistic tone and not too direct purpose. For example, when you write an email to the other party, you should communicate initially with an attitude of learning in the circle and establish contact first.

Otherwise, point out the intention directly, and I believe that some friends who are sensitive to digging people will find it difficult to accept or directly refuse.

2. If the email communication is effective, when the other party tells us the effective online instant communication method, we can communicate with the other party online. Its advantage lies in the timeliness and effectiveness of information.

Generally speaking, the words are like this: "Hello, XX, this is HR from a XX company. I wonder if you are still working? Is it convenient to give me an online communication method? MSN or QQ? " Only this sentence, the other party's answer is simple and to the point, others will not hear nothing, the most important thing is that this sentence will be good for about 3 to 5 seconds, giving the other party little time to think, so it is easy to get the other party's contact information.

Step four, consider what to talk to each other.

The core of digging people is to meet the needs of the dug people in order to succeed. To put it bluntly, it is to seduce the digger with what you want.

For example: if you want a high salary, you give him a high salary; If you want to do great things, you give him a big platform; If you want to be an expert, you provide him with the research and development conditions he wants, and so on. Therefore, only by clarifying the needs of the digger can we find the appropriate chat content.

Step 5: The venue and time of the meeting shall be decided by the other party.

Try to choose the location in the company. This will help the other party understand the company, establish a good first impression and be full of mystery about the company.

For high-level talents with higher specifications, the meeting place can be set in places with good environment and strong privacy, such as teahouses and cafes. Such a private environment is beneficial for both parties to calm down and communicate, and secondly, it can prevent being recognized and told by others in the company, which will have a bad influence.

At the same time, such an interview will bring the company's leadership, so it is also a good time to shape the company's image and corporate culture.

Step 6: Keep in touch with the target person.

After the interview, you should keep in touch with the target person, talk about the other person's ideological changes, and reply to the leadership decision in time.

Human resources digs people's words 2 1, summarizes and defines requirements.

Take the post of regional general manager as an example. When we get the post responsibility of the regional general manager, we must carefully analyze his post requirements, and then summarize the detailed requirements of the post in a more intuitive way.

We can summarize the specific requirements of the regional general manager position as follows:

1, the first degree must be bachelor degree or above (some companies have higher requirements for the first degree).

2. Experience in the whole process management of super high-rise buildings (it should be noted that this is the whole process management experience).

3. Work experience in benchmarking enterprises (find benchmarking or top 20 real estate companies in China according to the enterprise situation) 4. Steady personality, strong planning and organizational skills.

Why are you doing this? The answer is very simple, that is, to constantly exercise your ability to summarize, judge and analyze. Only by summing up correctly can we judge the candidates better.

2, detailed analysis, lock the target

Through the first analysis of positions, it is very clear where these candidates are. In other words, the purpose of job analysis is to make a portrait of the candidate. The more detailed the better, the more detailed the benchmark, the clearer the goal and the better the goal.

Through a detailed analysis of the companies in the candidate's industry, and then continue to analyze which personnel in these companies are the target personnel. Finally, lock in where the super-high-level projects of the target company are concentrated, further narrow the scope, and finally draw the conclusion that there are several candidates you want to dig.

3. Develop insiders and take the initiative.

We should be cautious in directional mining. If we want to know the candidates in detail, we must adopt our most traditional method-developing insiders.

The same is true for headhunters, who constantly put their own undercover in the target company to understand the company's personnel dynamics and the detailed information of the target personnel.

4, reward insider, summary for the record.

Remember, when headhunters develop insiders, whether you are successful or not, you should be rewarded. Slowly, you will have more insiders.

At the same time, we should also do a good job of filing and sorting out the past resources so as to find the target efficiently the next time we search for the target.