"Four-layer Funnel Model" for Talent Recruitment

In the recruitment screening stage, inferior selection funnel, preferred funnel and matching funnel can be used, and in the entry risk control stage, risk funnel can be used.

1, reject the defective funnel.

In the early stage of campus recruitment, the purpose of talent evaluation is to examine the basic quality of candidates. Using cognitive assessment or written test, the inferior selection funnel can help enterprises quickly eliminate candidates who are far from the requirements of enterprises. In practice, everyone will think that people with high IQ in enterprises are not necessarily the best performers, but this does not mean that enterprises should not use IQ assessment to screen talents. IQ is not a discriminating factor, but a threshold factor. Therefore, the use of cognitive ability assessment can eliminate a large number of unqualified candidates in the early stage of school recruitment, and can achieve remarkable results.

2, the preferred funnel

In the middle of school recruitment, we can use the merit funnel to identify high-quality talents from the applicants who have passed the basic conditions. Recent graduates have similar backgrounds and lack practical work experience, but they are flexible, and enterprises pay more attention to their future potential. Occupational character evaluation and aptitude evaluation in the fifth year can measure candidates' strengths and aptitude, predict their abilities in their work, and help enterprises select high-quality talents who meet the job requirements.

Step 3 match the funnel

In the later stage of school recruitment, we can use the matching funnel to select the right one from the excellent talents and evaluate the matching of career driving force, focusing on applying values, driving force and psychological factors to the matching of enterprises. After the initial completion of the job matching, we should also pay attention to the matching between people and enterprises. Driving force evaluation can help enterprises understand the driving factors of candidates, reduce employee turnover rate from the source according to their own situation, and improve employee stability.

4. Wind control funnel

To control the entrance risk of fresh graduates, psychological health assessment can be used to manage the entrance risk of candidates, ensure the subsequent retention rate and reduce the higher vocational rate.