Why do you also do recruitment? headhunters recruit people faster than HR?

"There is a clothing manufacturing enterprise that wants to recruit a design manager. The personnel department puts the specific recruitment information on the relevant job-hunting websites. However, the recruitment work lasted for more than half a year and no suitable talents were recruited. Finally, I had to entrust it to a headhunter, and the headhunter completed the task in less than a month. "

It's like the recent hit Hunting Ground. In the past, only famous enterprises or large enterprises would cooperate with headhunting companies, but now many small and medium-sized enterprises are using headhunting companies.

Behind this market behavior, it is not because these enterprises do not have HR to be responsible for recruitment, nor are they unwilling to spend money. More importantly, they hope to win the talents they need first in such a highly competitive talent market, and at the same time, they are more confident and worry-free about the efficiency of headhunting recruitment and the guarantee of post-service

Then let's take a look at how headhunters generally recruit talents efficiently, which is worthy of our enterprise HR study and practice.

1. Why-the reason, purpose and goal of recruitment.

Before starting recruitment, first find out why the enterprise wants to recruit, and what is the purpose of recruitment activities? What should the recruitment activities achieve?

Whether it is normal recruitment in the annual recruitment plan or whether new projects need to be set up; Is it because someone left to make up for it, or is there an important incumbent who is not qualified for the current job and is looking for a replacement?

Whether to supplement according to the established planned demand, or whether the number and requirements of post personnel need to be adjusted because of the new demand.

Should the recruited personnel supplement short-term projects, or meet the long-term requirements of the enterprise and want to hold them for a long time?

The above issues require HR to communicate with enterprise leaders, business department leaders or customers in depth, understand the development strategy and business situation of the company or customers, and clarify the personnel situation within the enterprise.

Only when the reasons, goals and objectives are clear can the recruitment work be targeted.

2. What-positions, numbers and conditions for recruitment

HR should clearly know which positions in the enterprise are sufficient, which positions are vacant, or will be vacant soon, and need to be prepared to fill them.

Avoid the situation that HR has worked hard to interview many candidates, and the employing department is always dissatisfied, or it is hard to recruit the right person, but the employing department or the boss temporarily decides not to use it or the demand has changed. It makes HR very helpless and the recruitment work is very passive.

HR needs in-depth communication and understanding with business leaders or employing departments. If the purpose of recruitment is clear and it is impossible to compete for employment or supply through internal means, external recruitment is needed, and it is even more necessary to clarify the number of recruits and the basic skills and qualities needed by talents.

And there are detailed and specific recruitment plans and processes as well as written signature documents for reference and archiving. First, it is convenient for reference when recruiting, and it is also the basis for avoiding asking about the root of the problem and how to improve it when there are major adjustments in the later stage of recruitment.

3. WHO-Organizational structure of recruitment

That is, the composition of personnel who carry out recruitment activities, how many people participate in the recruitment work, and what recruitment experience or strengths the personnel in charge of recruitment have.

Who is responsible for the interview, who is responsible for the preparation of test questions and interview assessment, and who is responsible for a series of matters such as candidate tracking, offer negotiation and employment after the interview.

And whether the recruitment team has planned and communicated the meeting, and whether the recruitment tasks and time points have been effectively decomposed.

Recruitment is an activity that requires high details and overall requirements. Without controlling the overall situation, it is impossible to effectively promote the progress and quality of recruitment.

In particular, the success or failure of this recruitment activity is determined by whether the recruitment demand is large or very high-end or difficult to recruit, and whether the work distribution of the team responsible for recruitment is reasonable and appropriate, professional or efficient.

4. Where are the recruitment channels?

Internal recommendation or external recruitment; Whether it is online recruitment or through special job fairs; Whether to use traditional media such as Weibo, WeChat, WeChat official account or new media for recruitment;

Is it enough for HR or recruitment team to carry out recruitment normally, or must headhunting companies be used to meet the demand?

Different industries, different job characteristics, the number of recruits and job requirements, as well as the current stage of enterprise development, recruitment budget, on-the-job personnel structure and so on have a great relationship.

Therefore, when HR receives the recruitment task, it does not immediately start recruitment, or adopts the recruitment channels or resources that enterprises are currently accustomed to or only have. Instead, sit down and make an in-depth analysis of the required positions. If such personnel can't be solved internally, where will the outside generally appear? Whether the current recruitment channels or methods of enterprises are suitable or can meet the demand.

Accurate channels determine the efficiency and quality of your talent search.

5. When-the specific time schedule of recruitment

A group company entrusts a headhunter to recruit vice president of marketing. After several interviews and screening, the headhunting consultant recommended Mr. X, the vice president of a well-known listed company.

Mr. X has a well-known corporate experience and impressive past performance, and this company has also shown great interest in Mr. X's resume.

However, just when Mr. X flew to this enterprise to interview the boss, the time was originally scheduled for 3 pm on August 7, but it arrived at 1 half past 0 that afternoon, and the time was temporarily adjusted to 6 pm. When I finally met my boss, I only talked for 15 minutes and came out, because my boss had something important to deal with, and he was leaving soon and needed to reschedule.

Mr. X was very angry about this, refused to communicate again, and had a very bad impression on the company.

This is an example of recruitment failure caused by unreasonable interview schedule, which not only produces unnecessary costs and wastes the other party's time, but also has a negative impact on the employer brand of the enterprise.

The specific time of recruitment not only refers to the specific start or end time of recruitment. It is also necessary to determine when to conduct resume screening, when to take the initial test, and arrange a second interview; How long is the interview, the time to inform the candidates, and so on.

These time periods and the time setting of each link are very detailed and need attention. If a link is not considered in place or omitted, it will have an impact on the whole recruitment work and the final recruitment result.

6. How to preliminarily determine the recruitment inspection plan and workflow.

Before recruitment, HR should determine the investigation scheme of this position recruitment, that is, what means to consider candidates. Instead of waiting for candidates to come to the company for an interview, consider how to interview and assess or go directly to the emergency stage.

Whether adopting leaderless group interview saves interview time or one-on-one communication is more accurate and effective; Whether to know the most authentic background and experience of the candidate through chat, or whether to adopt a rigorous and scientific structured behavior interview method;

At the same time, it is necessary to determine the specific workflow and guide the whole recruitment activity.

7. What is the recruitment budget?

That is, what is the budget from the start of recruitment to the complete end of the whole recruitment activity?

And in the process of recruitment, what is the initial budget of job recruitment, and what expenses may be incurred in the later period? It is necessary to ensure that this budget has certain flexibility. If the cost is high, communicate with leaders in advance, coordinate with relevant departments, and explain where and why it needs to be spent.

The effect of a recruitment is not only reflected in the time spent in recruitment, the number and quality of people in place, but also the cost paid is one of the very important assessment factors.

The recruitment cost is too high, or there is a big gap between recruitment quality and cost, which is not a good recruitment. Enterprises are more willing to recruit suitable talents with a relatively reasonable budget.

8. How to-Work Introduction and Work Advertisement Formulation

Recruitment activity is actually another marketing activity of enterprises. Talents are the customers faced by enterprises. In order to attract talents, enterprises need to spend some thoughts and considerations on company recruitment brochures and recruitment advertisements, write out the highlights of attracting talents, and make people have more trust and recognition of enterprises.

There are many companies' recruitment brochures that seem normal, but most of them are mediocre without bright spots and touching details.

HR should be good at digging and analyzing the advantages and highlights of an enterprise. If as an HR, I don't have a deep understanding of the enterprise, or I don't have enough recognition and loyalty to the enterprise, how can I talk about marketing and persuade outstanding talents to join the enterprise?

The reason why headhunters sometimes have stronger HR recruitment ability than enterprises is that they pay more attention to the industry and candidates, and spend different time and work methods.

And most headhunting companies focus on the recruitment of a certain industry. Headhunting companies are relatively more efficient, more accurate, more ways and more purposeful in finding talents, so they are more likely to succeed.

copyright statement

Author: Huang, national human resources manager and enterprise trainer, has more than ten years of human resources experience; Published original articles on many human resources professional websites.

This article is original, please contact the backstage for authorization, and the recruiter reserves all rights of the article.