How can enterprises introduce good talents?

It means introducing talents from other companies to your company, which is similar to poaching.

Eight measures for enterprises to attract talents

There are no fixed rules for introducing talents, so we should take a multi-pronged approach.

Effectively introducing talents, especially suitable senior talents, is the pursuit of business owners and talent management workers. In fact, the introduction of talents has no rules to follow, because enterprises are different, their bosses or cultures are different, and senior talents are different. Faced with so many differences, it is necessary to find a talent introduction strategy suitable for different enterprises and different talents.

There are many tricks for enterprises to attract talents, which can be described as "eight immortals crossing the sea, each showing its talents". This chapter will summarize the common recruitment strategies of enterprises at present, and summarize the tactics of attracting talents for the reference of enterprise bosses and talent managers.

First, introduce shock talents skillfully.

Introducing talents to eat "Huck Fish" is a special phenomenon caused by the unbalanced economic development in China. Uneven development leads to a large shortage of talents in coastal areas, while backward areas in the mainland and some old industrial bases are facing a situation of "relative surplus" of talents. Eating "Huck Fish" means that enterprises in areas with rapid economic development attract talents from areas with slow economic development. To eat "Huck Fish", enterprises must first establish a successful management model and excellent corporate culture. Secondly, you can't eat "dead fish", which means that enterprises must have a perfect talent evaluation system and master the talent evaluation standards, and don't introduce "dead fish" into enterprises as "Huck fish".

In order to solve the problem of talent shortage, the human resources department of a certain group studied Haier's theory of eating "Huck fish" by learning "Haier management model", which was deeply inspired and successfully applied to talent selection. Eating "Huck Fish" is an image metaphor of Haier Group for M&A.. The group believes that in some underdeveloped areas and depressed industries, there is a relative surplus of talents. For example, a researcher at a chemical research institute in Jilin Province has nothing to do. Researchers have mastered the separation technology of uranium -235, which belongs to the cutting-edge technology of the nuclear industry. These talents have knowledge, skills, thoughts and brains, but there is no environment and mechanism to give full play to their talents. Isn't that what enterprises need?

After the launch of "Huck Fish", the enterprise has received good benefits. First, get rid of the vicious circle of competing with peers for limited professionals, and reduce the labor cost and the time cost of waiting for talents. These talents thrive on the fertile soil of the enterprise, they will share weal and woe with the enterprise, and they will repay the enterprise with the simple emotion and enthusiasm of "feeding birds back and kneeling on their chests".

Second, "small temples" recruit "big monks"

Talents are mobile and flow according to market rules. As a "small temple" like small and medium-sized enterprises, how to introduce high-level talents "big monks"? Boss Lu, a dealer in a county, worked in the building materials industry for nearly 10 years and successfully completed the original accumulation of capital. Seeing that the company is growing day by day, the disadvantages of family management are becoming more and more serious, and he can't do everything as he did when he was young. He wanted to hire a capable person to entrust him with a heavy responsibility, but after many searches, people always thought his temple was small and irregular and refused to give in. Boss Lu is really worried. Fortunately, "God helps others."

In 2005, boss Lu heard that the county cement plant was on the verge of bankruptcy and immediately realized that the opportunity to dig talents came. Wang, the sales department of cement plant, is a talented person with many years of sales and management experience. He is honest and trustworthy, loves his post and is dedicated to his work. He has made outstanding contributions in sales positions and enjoys a high reputation in the industry. The cement factory is about to go bankrupt, and Wang is facing unemployment. His son is waiting to take the college entrance examination in the second year, although the consumption level in the county is relatively low. But the monthly meals, utilities, transportation and communication costs add up to a lot of expenses. Boss Lu took the opportunity to find Wang and planned to ask him to be the vice president of the company. Under one person, above all others, in charge of sales, the annual salary system, the annual salary of 6.5438+0.6 million yuan. In Wang's most difficult time, such attractive conditions are like timely help. Wang is so grateful that he doesn't know how to repay him.

Talent is the bottleneck of enterprise development. Many business owners feel that they are small companies and can't get experts, so they have to sigh and continue their small workshop-style operations. In fact, inviting experts when they are still small workshops is the key link of the company's development. In a sense, the pond is as big as the fish. Boss Lu's experience shows that when dealers really value talents and put themselves in others' shoes, they will not worry about not being invited.

Third, online talent introduction and innovation.

How to find the most suitable candidate for the vacant job in the fastest time is a challenge for every recruiter. As more and more companies begin to use the Internet to find talents, they can only find suitable talents by posting job advertisements online.

The recruitment effect is not as magical as mentioned above. Online recruitment, like "free love", is carried out in the virtual world. Because "I don't know the true face of Lushan Mountain", it is difficult to find the best candidate!

1. Several factors affecting the recruitment effect

(1) The favorite candidate may not be looking for a job. Resume only tests popularity online, that is, "throwing stones to ask for directions". He doesn't care whether he can find a real job, which may make the recruitment of "people looking for him" empty.

(2) Job hunting is too casual, which increases the difficulty of talent allocation. With the click of a mouse, you can easily send resumes to hundreds of enterprises. The extensive training of job seekers and "multi-angle love" make some enterprises interested in seeking talents at a loss.

(3) Online recruitment itself has advantages and disadvantages, which affects the recruitment effect. Online recruitment is not simply putting recruitment information online. In addition to having the necessary technical strength, you must also have a deep understanding of human resources, have strong marketing planning and promotion capabilities, and attract more candidates.

2. Elements of an excellent recruitment website.

At present, the institutions engaged in online recruitment in China are basically not commercialized, and online recruitment is still a traditional website recruitment. Therefore, choosing suitable recruitment is an important channel for domestic companies to introduce talents. Generally speaking, choosing an excellent recruitment website needs to be investigated from the following three aspects:

(1) Whether the word-of-mouth is good. Word of mouth is the foundation of recruitment websites.

(2) Powerful. Although the functions of various talent websites are similar at present, some personalized settings of some websites are very dynamic. For example, a talent website in Zhejiang can provide an enterprise position database management system that is completely consistent with the enterprise organizational structure, and provide the most convenient position management solution and automatic recruitment advertisement placement management system for the enterprise personnel department.

(3) excellent service. When a customer puts forward a recruitment demand, the recruitment website should provide a suitable recruitment combination according to the specific situation of the customer to help the customer achieve the maximum effect at the lowest cost.

Fourth, skillfully use headhunters to attract talents.

At present, there are many headhunting companies, including more than 300 headhunting companies in Hangzhou alone. How to choose an honest headhunting company that can provide real professional services is really not an easy task. Some headhunting company employees even threatened the company they served: "You should be nice to us, or I will hunt the talents that your company has hunted to other companies." So, in the face of so many headhunting companies, how to make a choice?

1. Choose a consultant instead of a company.

Headhunting industry is a typical professional service industry, a bit like a management consulting company. The effect of its service ultimately depends on the hunter's professional ethics and professional level. In fact, it is difficult for the company to control the quality of service, mainly relying on the personal efforts and level of hunters. If the hunter is not good enough, no matter how famous the company is, it will not have a good result.

2. Consult with the consultant in detail to understand his ability and attitude.

When selecting hunters, enterprises must have a deep understanding of their professional ability, just like you are recruiting a middle and senior talent. You can't hire a hunter without a thorough and comprehensive choice.

3. Ask other customers for suggestions.

It is difficult to know the professional level and service ability of headhunting consultants. A simple way is to ask the headhunting company to provide the latest customer list, and then visit these customers and ask them what they think of this headhunting company, so it is easy to know their level.

4. Do not engage in commission, and pay according to a fixed amount.

At present, the common charging method in headhunting industry is to charge the service fee according to the listed talents' annual salary 12% ~ 20%. The biggest drawback of this mechanism is that the hunter and the hunted can easily "collude" to ask the company for a high salary. A sales manager with an annual salary of about 654.38+10,000 yuan was introduced to a Hong Kong-funded enterprise by a headhunting company, and the headhunting repeatedly reminded him to quote an annual salary of 300,000 yuan for improvement.

Five, personalized talent introduction skills

Talents do not fall from the sky, and enterprises need to try their best to attract them. Some people need to "dig", some people need to "fish", some people need to "hunt", some people need to "rent" and some people need to "borrow". Different talent introduction strategies should be adopted for different talents. Personalized talent introduction has become a current one.

This is a typical way to attract talents alone. If you can adjust the material of the nest according to today's air pressure, current, water temperature, mixed water and clear water, you will have a very high possibility of successfully catching fish, just like what kind of talents we want, we need to have a clear understanding and combination of the company's environment (SWOT), business, talent structure and employment concept.

Some senior talents (generals) may change their minds about coming to the company when they see your working environment. To introduce useful talents, they must make nests of different materials (carefully prepared materials) according to different talents. In this way, different talents will come according to different nests. Looking for special talents and senior talents, we must have the "tenacity" of fishermen. Sometimes you have to use a sea pole and an explosion hook. So is the talent market. Before you find the right talent, there are many factors that affect your choice.

Sixth, the company highlights attract talents.

Talent recruitment is a two-way street. The company is screening job seekers, and job seekers are also choosing employers. Recruitment competition is not only talent competition, but also business competition. Only by successfully creating the "bright spot" of the company can we attract first-class talents. The main measures are as follows.

1. Time-tested "reverse sales"

Not all companies can provide employees with generous treatment, and not all companies are lucky enough to be located in a crowded place like Silicon Valley or Zhongguancun. In order to attract outstanding talents, reverse marketing is a good method, that is, at the beginning of the recruitment process, it is clear what the company wants to sell to job seekers, and then the recruitment focus is on those candidates who may be attracted by the characteristics of the company.

2. Seize the "eye-catching" advertisement.

Both the company and the person in charge of recruitment should realize that recruiting talents is a marketing promotion activity in itself. From this perspective, the company's recruitment advertisements on recruitment websites, newspapers and other media should also be vivid and creative.

The boss went out to recruit first-class talents.

David of Microsoft? Priggi stressed that if executives don't participate in the recruitment process, others will think that executives don't care about talents. If the top management doesn't care about talent, who else will? Steve Jobs, the boss of Apple Computer, said that because Apple needed creative talents, he spent about 1/4 of his time recruiting talents.

The advantages of the boss's personal recruitment are:

(1) The presence of the boss in person can attract many people's attention at the job fair, and of course attract more applicants, which is conducive to selecting better talents.

(2) General talent recruiters are always looking for people who can fill some vacancies, while bosses always look for talents first and then arrange suitable positions for them.

(3) Improve recruitment efficiency. The boss can make a comprehensive and systematic evaluation of job seekers from the aspects of psychological quality, foreign language level and professional knowledge by visiting the recruitment site and talking face to face. This not only avoids some mistakes in the past recruitment process, but also simplifies the screening process and saves manpower and material resources, especially precious time.

Seven, team recruitment and talent introduction

In order to find as many "elite soldiers and strong generals" as possible, recruitment companies have racked their brains. A recruitment page once published a refreshing recruitment message: "A biotechnology company recruits two regional managers, aged over 25, with college education ... having their own team is preferred."

In fact, this model of team recruitment does not only appear in the health care industry. In real estate, medicine, home appliances and other industries, the phenomenon of team recruitment appeared as early as a few years ago. However, in the previous recruitment, headhunting companies or recruiting units often communicate and negotiate with the applicant team privately to reach a cooperation intention. It is rare to see team recruitment rise from open recruitment to "desktop". The emergence of team recruitment has its rationality. For example, the advantages of team recruitment are obvious, reducing the number of people within the team.

Team recruitment has its bright side and potential risks. The team selection of a new company is driven by high performance, high income and curiosity, but the psychology of its internal employees is not very stable at first and needs to adapt to the new corporate culture. If you feel that the company is not as good as expected, or if you leave without completing the company's performance, you may take away the company's customer information, market information and other secrets, and then take a series of tit-for-tat measures, which will bring great losses to the recruiting enterprises.

Eight, beware of the risk of attracting talents.

Recruitment is the first link of human resource management, and it is a worldwide management problem as well as performance appraisal. New employees have little potential and poor training ability; The use value is small and the labor cost is higher than the labor output. Therefore, recruitment risk is the biggest risk faced by enterprises.

1. Return risk of recruitment cost

There are two main risks in the return of recruitment cost. On the one hand, the cost of talent selection is high, and the higher the level of vacant positions, the greater the cost. If qualified talents can be selected, the organization can get a lot of returns from the work of qualified talents, and with the increase of the working years of talents, the returns will be greater and greater; If the selected personnel are unqualified, not only the selection cost can not be recovered, but also it will have a lasting negative impact with the passage of time. On the other hand, employers ignore the cost of human resources, and the phenomenon of "high consumption of talents" is prominent. "Undergraduate students and graduate students should also start from wage earners" or "all the receptionists in the company are undergraduates", which ignores the actual needs of the post and causes a waste of scarce human resources in society.

2. The selection risk of recruitment channels

Generally, there may be the following kinds of talents attracted by advertisements and people attending job fairs: or immature talents; Or people who value money too much; Or people who overestimate themselves and have inaccurate self-evaluation. These people are often not the talents that enterprises can entrust with important tasks, otherwise they may bring huge employment risks to enterprises, not only losing time, wages and benefits, but also revealing business secrets and increasing competitors. In addition, some enterprises recruit talents openly and with high salaries, which has caused great losses to enterprises. For example, a large number of original enterprises lose talents because of salary problems, enterprises fail to operate because of insufficient quality of talents, and lack of investigation and research on talents leads to losses.

3. Recruitment response speed risk

Recruitment speed is an important index to measure human resource management. The faster you reply to the applicant who submitted your resume, the more likely you are to recruit outstanding talents. The phrase "After this village, there is no shop" aptly describes many job markets. Enterprises should contact job seekers within 24 ~ 48 hours after receiving resumes, otherwise they may miss a talent. If a sales representative is often robbed of big business by a competitor, the reason is only to submit a plan. Will be fired, even his manager will be fired. The same is true of recruitment.

All kinds of risks in employee recruitment will bring endless crisis to the future management of enterprises, and these risks are caused by the management concept of enterprises and the professional skills of enterprise human resources managers. Therefore, in order to avoid these risks, enterprises should first have correct, advanced and scientific management concepts, and secondly, enterprises should have excellent human resource management systems.

Famous sayings such as "a good bird chooses a tree to live in" and "a general chooses a wise man to help" refer to choosing talents and using them; Famous sayings such as "Plant buttonwood trees and attract golden phoenix" and "Post a list of recruiting talents and set up worship stations everywhere" refer to the desire of talent users. Talent introduction, as the primary measure of enterprise talent training, is the basis of all talent work. In fact, the competition of enterprises is not only reflected in business, products, advertisements and services, but also in the introduction of talents. Imagine if an enterprise loses in the talent introduction competition.