How to find high-end talent resources (original by Shanghai Liren)

Therefore, in view of the relatively common phenomenon, Shanghai Liren's human resources experts specially selected three representative customers for detailed investigation, but found that the real problems were strikingly similar. The specific situation is analyzed as follows:

First, enterprises often attach importance to recruiting outstanding top talents, but do not attach importance to the input of recruitment forces:

Second, enterprises need to introduce high-quality talents, but the first window for introducing these talents is the smallest:

We were surprised to find that these customers seriously lacked the investment of the company's recruiters. Some customers only have a little girl in charge of recruitment, and some customers are slightly better. A human resource manager is still very dedicated, but these people often have poor comprehensive quality and ability. As you can imagine, like sales, we need big customers of public relations, but the sales staff we send are very tender recruits. As you can imagine, these customers are indeed.

Third, many customers hope that the recruitment of outstanding talents can solve the existing problems of the company, and as a result, they put forward many unrealistic recruitment requirements:

Because some customers have many problems in management, they need to introduce an excellent manager to solve them as soon as possible, but the boss often puts forward the recruitment requirements of this object from an ideal point of view, and it turns out that the original requirement is to recruit a director level. Results After analyzing the recruitment demand, it was found that a general manager level was needed. Therefore, the people recommended by our poor recruiters either think that they lack ability, or they are not completely screened out, or the people they are looking for are too powerful, and they find that the company can't afford the salary of such talents at all, so there is a high failure rate.

To this end, experts from Shanghai Liren, after analyzing and studying the above situation, put forward the following operation plans in the recruitment of high-end personnel:

First, since our target is high-end talents, the tools we need to choose must also match them. Therefore, first of all, in terms of staffing, recruiters must be experienced personnel, especially those with business operation experience, thus subverting the previous operation mode. The ability of these people and the level they give should be at least above the manager level. We think it is not an exaggeration to set up a recruitment director if this enterprise wants to develop greatly. However, it is often said that it would be a waste if it is set up, because an enterprise does not always need to recruit high-end talents. In fact, this still shows that we are looking at the problem.

If an enterprise wants to obtain good talents, it must have good recruiters, otherwise it will be difficult for the enterprise to find and excavate the best talents. Therefore, recruitment is the leader of human resources work and a very important job for enterprises, so it is necessary to strengthen the allocation of recruiters. The increase in the number of recruits will not be unbalanced because of the off-season. In the off-season, recruiters mainly invest in recruitment. In the off-season, recruiters mainly invest in the establishment of job evaluation system and the maintenance and expansion of recruitment channel resources, and maintain uninterrupted contact and maintenance with various resources. At the same time, he is also engaged in the selection and training of internal personnel. As the saying goes,

Sharpen the knife and don't miss the woodcutter ―― Adequate preparation can save working time.

Recruiters can only meet the recruitment requirements of the company at a critical time if they master rich internal and external resources. In fact, we have opened a huge floodgate, allowing outstanding talents to be continuously introduced.

Second, there is a strong demand for high-end talents in client companies, but because of the quality and channels of recruiters, a large number of middle and high-level positions have not been put in place, which has greatly affected the business operation and promotion development of client companies. Therefore, through the detailed analysis and understanding of the industry in which the client company is located, combined with the resources that the client company can provide in recruitment, the recruitment channels have been reorganized and developed. The simple recruitment channels that used to wait for the rabbit have been extended to internal recommendation, internal competition, access to address book, exhibition recruitment, industry headhunting, door-to-door recruitment, industry media, industry associations, industry websites, high-level recommendation, professional conferences, training institutions, industry advertisements and other major active recruitment channels, which greatly improved the recruitment efficiency and success rate of client companies.

Third, adhere to the best position analysis, especially the position analysis of high-level positions, and conduct detailed analysis and communication on the qualifications, job responsibilities, powers and responsibilities, performance indicators, salary and treatment of the positions to be recruited. On the basis of fully understanding the company's existing resources and capabilities, fully consider the external actual situation to analyze whether our needs match the external actual situation. If not, you need to make corresponding optimization and adjustment, so as to ensure that your needs are clear, clear and realistic.

Shanghai liren enterprise management co., ltd. original copyright 0 I top!