Most companies require 1-3 years of work experience when recruiting assistants. How can newbies successfully apply for jobs?

A is a senior recruiting manager in a large company. Recently, A's young cousin who had just become HR cried to her. "Cousin, I always can't recruit people. My boss said that I have no idea at work, so I finally changed my position." "Don't worry, what's the problem?" "I hired an assistant for the business department, interview I contacted many people and recommended them to the boss of the sales department, but they always said they were not suitable. I searched for resumes, made phone calls, and interviewed him again. He traveled frequently and had many things to do, so he was always unable to arrange interviews. I have been recruiting for more than two months, but ALSO is not suitable for HAVE. The leader criticized me several times, "It is difficult to find a good way to recruit people."

Looking at my cousin's sad face, A said helplessly: "Who told you that recruiting is easy? Grasp recruitment needs, choose recruitment channels, optimize recruitment processes, improve selection methods, and skillfully negotiate salaries. There is a lot to do and a lot to learn. "So complicated?!" "Now that you are a newcomer, I will tell you three tips, and you can successfully become a full-timer. If you use it well, it is likely to become a key point." 'Very good! Quickly use these three tips Teach me. ""Deeply dig into recruitment needs, control recruitment pace, record and summarize. "

Communicate with the employing department and dig deep into recruitment needs. HR at the top of the recruitment ladder have one thing in common - they have a good grasp of recruitment needs. To put it bluntly, they can judge instantly What kind of person are you looking for? Most of the time, the hiring department does not clearly state the requirements for people in the recruitment requirements, and the qualifications are only a few words. For example, they are recruiting my little cousin. For "Assistant", the employing department put forward three points in the job requirements - "more than three years of assistant work experience, male or female, 25-30 years old"

It seems simple, but it is really necessary. Is it such a simple requirement? If an experienced HR wants to get this requirement, he must first understand the specific work to be done and what standards these tasks must meet. What the position values ??is ability, potential and even implicit requirements. If it is said that the assistant mainly "helps me with trivial matters, collecting forms, booking tickets, reimbursement, etc.", the recruited HR can basically judge that this assistant is a small assistant. The work is relatively tedious, but not very complicated, and requires seriousness, carefulness, and reliability. < /p>

So "Do I have to work for three years?" Can experience and age be relaxed? Dig a little deeper to learn about the person in charge, their management style, and even their temperament. If you are strong and have high demands on your subordinates, you should have high emotional intelligence and be able to work under pressure. If the head of the department says that this position requires "assisting me in dealing with foreign affairs and participating in business negotiations", then it is not an ordinary assistant who is capable, and the "participation" must be deeply explored. Whether it is necessary to draft a negotiation plan; when communicating with foreign affairs, whether to be a loudspeaker or to handle it independently; which external relations people to connect with, and at what level; in addition, externally, how high the height and appearance level of the position are.

This process is the process of "portrait" the candidate. As we dig deeper, the "candidate profile" will become clearer. The deeper you dig, the better your recruiting efforts will be. If you can't figure it out at first, it is recommended that the new human resources department conduct interviews with the employing department. After the interview, talk to the interviewer and listen to him (or have him say) what the candidate's strengths and weaknesses are.

In this way, you can understand the relevant situation of the enterprise, department, and position, and infer the core competitiveness (sometimes hidden) required for the position, so as to accurately grasp the recruitment demand points. Communication with the hiring department is very important. Working behind closed doors is a sure path to failure. In addition, through communication, the employing department can see more of our intentions, prompting them to put themselves in the other person's shoes and eliminate misunderstandings. This is not the place to teach newcomers how to be a "scheming boy" or a "scheming girl." All in all, it’s always good to take care of yourself.