When HR recruits new people, how can it recruit the talents it wants?

Talents are attracted. How can I recruit the talents I want? According to the past experience, combined with the following three points, the expected effect can be achieved.

1. Let professionals do professional things with the help of third parties. If the recruiter is a junior employee, it can be considered through a special job fair or RPO. Seeking the assistance of the third party, quickly integrating the resources of the whole network, putting publicity in place, and letting more people know the relevant information will also help enterprises to expand their brand influence. Job fair or RPO is equivalent to a centralized corporate brand promotion meeting. Through the preliminary screening and interview notice of the third party, the target scope can be narrowed quickly in a short time, and at the same time, the manpower and time cost of the enterprise can be saved. If the personnel recruited are high-level, headhunters can be used to dig and hunt benchmark enterprises, with clear goals and quick feedback.

2. Coordinate internal management and shorten the interview cycle and process. Try to arrange centralized interviews and set up interview teams. Centralized interview can not only save the interview time of candidates on business trip, but also allow the interviewer to arrange the itinerary for centralized interview in advance, which is also convenient for enterprises to compare candidates in the same position. Set up an interview team, and two-thirds of the team members passed the interview. It can not only avoid cronyism, but also prevent leaders from excluding outstanding people because of personal preferences. To change passivity into initiative, we should regard recruitment as a normal job, and we should not wait until the time of employing people to recruit in a hurry. Doing a good job in human resources planning and personnel reserve is the best policy.

3. Do a good job in salary budget and control. We must make a good salary budget to avoid the situation that the salary of the right person is not met, which leads to the two-way empty joy between the enterprise and the applicant. Ask the candidate's intended salary in the early stage of the interview and manage the salary expectation well. Do a good job analysis of the position to be recruited. For example, the work content of this new position and the competence of this position. To put it simply, you have to understand what this position is for and what kind of people are suitable for this job.