How to acquire talents, how to acquire talents.

Analyze which functional positions, industries and regions the talents you need will appear in;

Determine the priority according to the number, quality, job-hopping intention, salary level and fierce competition procedures of potential candidates;

Conduct further qualitative and quantitative analysis, such as analyzing job seekers' behavior habits, salary expectations and personal needs;

According to this information, establish targeted sales strategies or put targeted job advertisements. In this way, the recruitment orientation of enterprises will be clearer, the recruitment direction will be more accurate, and the input-output ratio in the recruitment process will be higher.

Another creative practice of "Fish Pond School" is to "fish" in another fish pond. For example, many companies have crazy interviews in the campus recruitment season, and the scene is huge. It can be said that "gongs and drums are loud and firecrackers are ringing". However, in the end, only dozens of students were recruited, and the time and cost invested can be imagined. If the company's "drunkenness is not about wine" and only promotes the company's employer brand through campus recruitment, it is another matter. In recent years, the employment situation in Hong Kong and Taiwan is not optimistic, so many enterprises have begun to expand new channels, which is the idea of changing fish ponds.

The most unique trick of "Fish Pond School" is to build their own fish ponds. Instead of relying on others and competing with many competitors, it is better to establish an exclusive talent pool. Employees who voluntarily leave their jobs, candidates who refuse the company's Offer, outstanding candidates who have no suitable positions for the time being, and potential candidates who fail the interview can all become members of the company's talent pool. Of course, it is easy to build a fish pond, but it is not easy to make water alive. Many enterprises have invested money and time to repair fish ponds, but because they don't often change water, the resumes in the talent pool have become "dead resumes": either no one can be found or the personal situation of the candidates has changed.