How to control the recruitment of factory personnel

Lead: Personnel recruitment is the general name of a series of human resource management activities carried out by enterprises to make up for job vacancies. It is the primary link of human resource management and an important guarantee to realize the effectiveness of human resource management.

How to control the recruitment of factory personnel first is advocated by Baidu. Simple? Cultural matching, this is the key.

It is also the focus of our assessment when recruiting people. When this person is well matched with the company culture, the internal communication cost and running-in cost will be greatly reduced.

Second, excellent learning ability.

This is very important for internet companies. The market environment and competitor pattern that enterprises face every day will change greatly. When an enterprise uses a person, it not only uses his advantages in experience, but also his ability to quickly recognize, understand and cope with the new environment in the future. In this way, whether our competitors are Google, Tencent, Ali, or Didi taxi, Express, or Meituan, public comments, etc. We can react quickly.

Third, be competent for your own work and job requirements.

We once argued whether to recruit the best person or the most suitable person. Including the functional team behind us. Finally, we think we should recruit the best talents. Why? We still hope to build an organization that will always make progress and constantly drive ourselves. Self-driven person, he is willing to learn, and can learn quickly and constantly improve himself.

How to control the recruitment of factory personnel 1 and understand the demand;

First of all, recruitment needs the support of the manager of the employing department to understand their requirements for the candidates. This is also a kind of ability, which is the foundation of any recruiter's success.

2. Purchasing talents:

Knowing the requirements, recruiters can basically outline the candidates in their minds. Next, you need to find him/her in the right place. If you don't find the right place, it may take you a long time to fill the vacancy. If you don't work hard enough in this respect, on the one hand, your candidate channels will be quite narrow and you won't find too many resumes; On the other hand, your work will also disappoint the employing department.

3. Screening talents:

After finding a candidate who meets the requirements, you need to sell him/her to the hiring manager or interviewer reasonably. I believe many recruiters have encountered such a situation. Originally, you provided a strong and capable candidate, but you didn't win the approval of the employing department or the interviewer. When you ask the reason, the reply you get is often subjective, such as? I want to see more people? Wait? This situation is something you need to avoid.

4. Sales work:

Many new employees leave within a few days of joining the company. This will do great harm to the recruitment results. If you want this to happen as little as possible, you need to effectively promote your company during the recruitment process. I mean this kind of sales, right? Used car sales? (Sometimes it's easy to avoid the important and exaggerated), but this is consulting sales. You need to have a clear understanding of the candidates' comparative advantages and their motives for job-hopping. Show them the company, culture and location through the vacant position, and make them realize that this job can give full play to their advantages and match/satisfy their subjective factors.