# Recruitment Supervisor # Is it easy to recruit?

Recruitment is the most basic and important module in enterprise human resources, but it is also the most headache for most people, and they will face various problems in the process. Many HR recruiters have a lot of complaints and think they have worked hard. Why didn't they see the result in the end? Their performance is completely tired of recruitment and they don't want to do any more recruitment.

First, the internal psychological recruitment method

1, let the recruiter think, don't solidify him.

We should make human resources into an industrial chain, which includes corporate culture, the interests of human resources departments and employing departments, the relevant processes and systems of enterprises, the business forms of companies and the values of human resources of companies. Only by knowing this can we really start recruiting. Understand that sometimes, we recruit resources instead of people. Knowing this makes it easy to recruit people.

2. Recruitment is a marketing process of HR to the company.

We have always said that HR is a strategic partner of the enterprise, and here I also understand recruitment as a marketing process of HR to the company. From the marketing point of view, we can divide candidates and people who want to recruit into a target group.

Since the introduction of six modules of western human resource management, many enterprises have artificially separated human resource workers. As everyone knows, they are a whole, and it is meaningless to fight separately. Therefore, I prefer to summarize China's thoughts. In addition, we also need to have reverse thinking. Recruitment is not an end, but the beginning of a human resources work cycle.

What can I do to keep people? Enterprises always want to get the best talents, but are there enough conditions to attract high-end talents at all stages of enterprise development? Instead of wasting time and opportunity costs by recruiting and leaving, it is better to think about who the enterprise needs to keep at this stage.

3. Simple recruitment is closely related to enterprise management and enterprise strategy.

The growth of an enterprise is divided into four stages: entry stage, development stage, maturity stage and decline stage. The demand for talents in these four periods is also different. Only by understanding the different cultures of enterprises in different periods can we prescribe the right medicine.

Many HR will complain that people are not good at recruiting or can't stay. But have you thought about the root cause? Instead of having time to complain, it is better to try to understand the relevant situation and solve the problem. The core of enterprise recruitment is to find the right person at the right time, put him in the right position and let him make the right result. However, with the continuous development of the company, the standards for talents have also changed. Therefore, recruitment should also consider the positioning of talents, and solve the problems encountered in the process with the development and changes of enterprises. That's all that matters.

4. Don't let the boss be willful.

As a recruitment HR, we should give strong guidance to the boss, and we should not casually recruit talents. The human resources department only cooperates with relevant departments to select and retain talents and provide related services. Therefore, it is necessary to give guidance to the relevant employing departments and let them take full responsibility for the selection and use of talents. As for the recruitment of HR, apart from the normal recruitment plan, it is necessary to dig deep, add human resources analysis, understand the profits of enterprises, help enterprises create profits, help enterprises make profits, and truly achieve decision-making level.

5. Establish a wolf recruitment team.

The core of making money is to grasp business and sales, and the core of recruiting people is to build a wolf recruitment team. Recruitment should be marketing, and it should be a wolf recruitment team. It is impossible for recruiters to recruit talents without any vitality.

Second, how to do recruitment

1, budget control

All expenses arising from recruitment or resignation due to the reasons of the employing department are borne by the employing department, which fundamentally avoids the phenomenon that the employing department does not attach importance to talents, uses them if they like, and lets them go directly if they don't like them.

2. Understand the workflow of the business department and its employment standards.

Now many business departments will complain about the poor quality or insufficient number of candidates submitted by the human resources department. The author believes that the root of this problem lies in the fact that the human resources department does not dig deep into the business of the enterprise, and does not know what the employment standard is and what their work content is. It is suggested that the person in charge of human resources recruitment and the salesman run to the market together, and observe the communication mode, communication skills and workflow between them and the dealer, so that you can directly understand the daily workflow of the business department, their true quality and the employment standards of the employing department.

3. Telephone invitation skills

Many HR will complain that the success rate of interview invitation is very low, and many people are unwilling to come. Have you ever thought about the reason? Did you listen carefully to your appointment call? I suggest that before you make an appointment call, you must be prepared (the introduction of this position, the full name of the company, the basic situation of the company, and the salary of this position), and try to calm your mood, don't smile at everything, and try to say "you" instead of "you".

Because booking a phone call represents the image of the company, the other party can learn about the company by talking to you. If you give him enough respect on the phone, he will feel that the company is very professional and he will be willing to come. If all this is done and the other party hasn't come yet, I suggest that we communicate by phone afterwards to find out the real reason for not coming for the interview, so as to improve our work.

There is still a long way to go in Xiu Yuan. I am walking up and down. Recruitment is both manual and technical. I hope that readers will study the relevant technologies well and do the recruitment work thoroughly long ago, and don't let recruitment become an obstacle to our growth.