Talent Recruitment-Basic Forms and Skills of Talent Recruitment

1. Establish and enrich the talent pool of enterprises.

When an enterprise recruits new employees, after seeing the job advertisements in newspapers and on the Internet, there is generally a lack of outstanding talents among the two types of applicants who come to the door or call themselves. The best people often have jobs and don't even need to seek new positions. Only by spending some time to establish a good relationship with employment guidance centers and professional talent service institutions in colleges and universities and encouraging internal employees to actively participate in professional organizations and activities in the industry can enterprises successfully find outstanding talents. Because these two ways have greatly improved the talent pool of enterprises and expanded the scope of selecting talents for enterprises. In addition, often browse the talent website and include some suitable resumes in the talent pool of the enterprise; Paying attention to posting job advertisements on some professional websites and publications will also help. The key to these practices is to establish an excellent talent pool before the enterprise needs it.

2. Make the right employment decision

When recruiting new employees, enterprises hope that they can "do the right work correctly in a specific industry and a specific enterprise environment, preferably from an organization with very similar corporate culture." Many HR managers firmly believe that "past behavior is the best prediction of future behavior" and think that this will enable enterprises to successfully recruit needed and suitable talents and become winners in talent recruitment. At the same time, some enterprises believe that new employees should be talents who can play a role immediately after entering the enterprise, rather than spending time and financial resources to train a potential successful candidate. These are the basis for enterprises to make employment decisions.

3. Dig talents from within

Providing promotion opportunities for internal employees can play a very positive role in promoting the morale of existing employees, enhancing their self-confidence and making them fully aware of their talents, which in itself is the best recognition for employees. When there is a vacancy, we should first tap talents from within, give qualified candidates an interview opportunity, and let employees understand the needs and goals of the organization. In fact, this is also an excellent opportunity for HR to better understand the talents in the enterprise. Sometimes, HR will find a very good balance between the needs of enterprises and the needs of employees. Once discovered, it will have a very good impact on employees within the enterprise.

4. Become a well-known employer

In the era of increasingly fierce competition for talents, the goal of enterprises is not only to be the best employer, but also to let job seekers know this clearly, which is like having a good reputation. Paying attention to employee retention, motivation, responsibility, salary, recognition, system flexibility, work-life balance of employees and employee participation are the key factors for enterprises to become the best employers. And if existing employees praise their company as a great workplace, then potential employees outside the company will also recognize that your company is indeed an excellent employer and choose you, which greatly enhances the appeal to potential employees.

5. Involve employees in the recruitment process.

Enterprises have three opportunities for employees to participate in the employment process: first, let them recommend excellent candidates to enterprises; Second, assist HR to review the resumes and qualifications of potential candidates; Third, assist HR to interview potential candidates and evaluate whether their potential is "suitable" for the needs of the organization. If the enterprise does not make full use of existing employees to evaluate potential employees, it is a waste of the most important assets of the enterprise. In addition, allowing employees to participate in the selection process of new employees is also conducive to the inheritance of new and old employees.

6. Provide salary slightly higher than the industry average.

How many senior talents are hired with high salary. This is a law. However, few companies are willing to offer the most generous salary in the industry, but it is undeniable that the attraction of salary to talents always exists. Undoubtedly, enterprises with high wages and good welfare benefits can attract and retain employees. Therefore, it is essential to investigate the local job market and pay attention to the attractiveness of company salary in the industry. Generally speaking, enterprises can attract and retain outstanding talents by paying salaries slightly higher than the industry average. This seems simple, but few companies do it. Most employers discuss with HR every day how to hire excellent talents and pay lower salaries, which is a very dangerous idea. Yes, sometimes the company has the opportunity to attract some excellent talents with lower salary, but they may join the company because of spouse or family problems, or because they value the welfare of the company. Even if they are very active in their work and have good performance, they will still feel unfair, complain about their salary, and will choose to leave once they have a better opportunity. In addition, it is also important for employees to feel the fairness of salary. If the salary offered by the enterprise is lower than the candidate's requirements, and the enterprise has decided to hire him, it is necessary to persuade him to accept the job, and point out how this job will enable him to exert his creativity, do what he is interested in and realize his career goals.

7. Take welfare as an important competitive advantage.

It is very helpful to keep the welfare of enterprises above the industry standards and provide new welfare content for employees in time. At the same time, employees should also know the value of welfare and the cost invested by the organization in this regard, so that employees can understand that the organization is constantly striving to meet their needs. We should pay attention to balancing the responsibilities and interests of employees in work and life, and provide opportunities and institutional flexibility as much as possible. At present, employees are increasingly inclined to buffet-style welfare plans in order to better balance work, life and family. In addition, it is also essential to implement bonus distribution according to employee performance. What we should pay attention to here is not to copy the welfare forms of other companies. It is best to determine their interests by talking to employees. Because what is suitable for one group of people may not be suitable for another group.

8. hire the best people you can find.

Generally speaking, employees don't like job-hopping too often, so it's not necessary to spend time thinking about who will leave, just think about what they will leave behind! If the demand of an enterprise is to find a talent who can get along well with colleagues, it is necessary to hire a person who can get along with colleagues without any problems, and can't hope to train the skills he lacks after joining the company. At the same time, be good at discovering the strengths of employees. When recruiting, we should not only look at the weaknesses of the candidates in habits and talents, but also look at the consistency between their main advantages and job requirements. You know, it's actually impossible to find the perfect employee. In the current talent market, it is very lucky to find 80% people who are suitable for work.

9. Reasonable use of corporate websites

Corporate websites generally describe corporate vision, mission, goals, values and products. It should not be overlooked that the corporate website also attracts candidates who have visited the website, are interested in vacant positions and are suitable for corporate culture to submit resumes. Therefore, enterprises with websites may wish to set up a recruitment page to clearly describe the vacant positions, job requirements and qualifications of the enterprise, which will attract many suitable candidates to submit resumes. Generally speaking, these candidates are very interested in the vacant positions in the enterprise.

10. Reference verification

Reference verification is a part of background investigation, which is often ignored by human resources managers. The purpose of background investigation is to effectively avoid the unnecessary troubles caused by the candidates sought and selected by enterprises. Referee verification is to fully understand the candidate's situation through telephone communication with people who know the candidate, preferably his former boss or colleagues, so as to confirm whether the candidate's qualifications and talents are qualified for the vacant position and whether the job performance described by the candidate on his resume and during the interview is true. This method can ensure that the candidates to be hired can effectively perform their duties after joining the company.