The Influence of L 'Oreal Recruitment on Multinational Enterprises

As the largest cosmetics group in the world, L 'Oré al has spared no effort to pursue and create beauty in the course of nearly a century. As well as its world-famous brands such as L 'Oré al Paris, Maybelline, Lancome, Vichy, Karshi and Helena Rubinstein, it has been loved by many fashionable women. L 'Oré al officially came to China on 1996, which not only participated in and intensified the competition in the cosmetics market, but also added some freshness to the talent competition of multinational companies.

Unlike some multinational companies that rely on headhunting companies for high salaries, L 'Oreal bases its talent pool on campus recruitment.

Enthusiastic as a poet and hardworking as a farmer.

When it comes to L 'Oré al, there is probably no one who doesn't know her French ancestry, but the group president of L 'Oré al is British and the president of China branch is Italian, so I'm afraid not many people know it.

In L 'Oré al, no one cares about your nationality. China, Italian, German, Greek and French are all the same employees. Within the L 'Oré al Group, mutual recommendation is also very popular. For example, it is normal for employees in the United States and France to move between regions and countries. Active job-hopping is because they want to enjoy resources. For L 'Oré al, who has always advocated the concept of "beauty without borders", talent has no borders.

The development of L 'Oré al is inseparable from the expansion of talents. Like many multinational companies, L 'Oré al focuses its recruitment on campus, but it is definitely not an easy task for L 'Oré al to recruit satisfactory talents among graduates every year compared with established multinational companies with deep-rooted relationships in famous domestic universities.

It is a major feature of L 'Oré al to combine poets and farmers as the criteria for recruiting talents. Shi, director of human resources in L 'Oré al China, said that this slogan was put forward because the talents I want to recruit are as passionate and creative as poets and as diligent and practical as farmers.

In order to achieve its recruitment goals, L 'Oré al's recruitment plan is basically not seasonal. "According to the needs of the market, people are being recruited at any time, and layoffs are possible at any time, but so far no one has been laid off," Shi said. Unlike many multinational companies, L 'Oré al does not advocate written examination, but cares more about intuition and the practical ability of job seekers. Every recruitment is like a treasure hunt, not that you are going to recruit a few people, but to find a few suitable people. L 'Oré al's talent recruitment plan is mainly realized through campus recruitment and online recruitment in coastal areas, while it pays more attention to newspaper recruitment in the mainland.

Different from the job fairs held by companies on campus every graduation season, L 'Oreal shows an open attitude towards talent recruitment. In 2000, L 'Oré al held the "L 'Oré al Campus Planning Competition" in China District, which was welcomed by college students. Fudan and Peking University team members tied for the first place, and they were invited to visit L 'Oré al Paris headquarters. L 'Oré al believes that this series of activities will definitely leave a preconceived impression on students.

At the end of 20001,L 'Oré al launched a global online business strategy game, which allowed college students who participated in the game to simulate business wars online and give them generous rewards. China has more than 150 teams registered online, ranking second among all regions in the world. Shi said that this is one of L 'Oré al's strategies to cultivate its own reserve forces. Such a strategy of "cultivating talents, discovering talents and attracting talents into the company" has become a magic weapon for L 'Oré al's virtuous circle of talents.

Job fair appearance statement

At L 'Oreal job fairs, people always get the most direct impression by stating their views. Only one year after graduation, Zhang Tao was promoted from junior intern to Lancome product manager, which attracted every graduate who tried to enter L 'Oreal.

"L 'Oré al believes in young people, and the company has given us a lot of room for improvement. From the beginning of employment, each of us will receive a detailed training plan from the boss. It can be said that I trained all the way this year and was promoted all the way. "

Zhang Tao's first training program is to really take to the streets, starting from the initial shopping mall promotion. When she first entered the company, Zhang Tao never thought that her first job would be standing at the counter! However, it was in this process that Zhang Tao clearly knew who L 'Oré al's customers were. Those who stop at the counter may become their potential customers; Which products are luxury goods; Which brands are hot files; What are the differences between brands? Zhang Tao knows directly what color L 'Oré al's lipstick is and what perfume tastes like. These simple things are actually the answers to many complicated questions.

"Slowly, I began to feel that I was studying every day, and every day something new took root in my mind. This feeling is really good! It is through the cultivation at home and abroad that I have achieved today's results. Looking back, it is really unimaginable to find that I have gone to so many places this year. "

In L 'Oré al, Zhang Tao's experience is only a microcosm of her employment strategy, and personnel rejuvenation has begun to take shape in L 'Oré al. Among the more than 200 employees in Shanghai, the average age is only 28 years old, while 50% of L 'Oré al's brand general managers are under 40, and 25% are even rising stars under 35.

L 'Oré al frequently promotes young people, and the company often assigns a product manager to exercise in other countries, so that an employee who started his career in China can experience a completely different market, such as Japanese or Italian, and increase his creativity.

Today, nearly 80% of the company's employees are fresh graduates or newcomers with less than two years of work experience. This recruitment strategy, which is obviously inclined to newcomers, not only reserves new strength for the company's development, but also keeps young people's trendy ideas and creativity rushing out of the company's existing concepts, injecting fresh blood into the company and driving long-term development.

"I designed myself to change companies every two years, so I worked in many foreign companies. However, it seems that my life planning will give up for L 'Oreal. " Ms. Ping Yu, Marketing Director, smiled at the job-hunting meeting and said to the graduates, "Although it is hard in L 'Oreal, you are very fulfilling. Our responsibility is to create beauty, which is a part of human beings. Therefore,' people' is a very lofty concept in L 'Oré al, and we respect every employee. "