How should domestic enterprises recruit talents?

First of all, we found the conditions of related positions in other companies through some online search engine tools, comprehensively compared the main points, combined with some ideas of ourselves and colleagues, and wrote the following recruitment conditions:

The first recruitment condition is produced after browsing the recruitment conditions of related positions on many websites. This article can be found on all these websites. Content: College degree or above, major in architecture, electricity, automation or related for more than two years.

Frankly speaking, not all the existing employees in my department meet the above conditions, but they have done a good job. The difference is that these people come to the company by accident and then prove themselves at work. However, if you put your education in secondary school or high school when recruiting new people, at least in the eyes of many people, the operability and safety guarantee coefficient are not enough. After all, the selection of employees has to go through several rounds of elimination, and in the end it is not eliminated. I, the person in charge of recruitment, will also fall behind because of my poor work. It is better to raise the recruitment threshold appropriately now. Now think about it, the phenomenon of high talent consumption in many companies may be produced in this way.

The second recruitment condition was produced in the discussion with colleagues. Its content is simple: the age is between 28 and 45. Choosing this age group is considered. First, if he is too old, he may be very capable, but his knowledge may be old, such as a special lack of computer knowledge. But now, whether it is making a plan or drawing, it is inseparable from computer operation; Secondly, it is inconvenient to manage. In IT companies, both employees and leaders are mostly young people. Older employees may be really experienced, but it is better to recruit a plastic man than a person with a strong sense of accomplishment. Of course, I have this idea because I am selfish, but through communication with other colleagues, I am surprised to find that everyone's opinions are quite consistent.

Article 3 The recruitment requirements are: at least 2 years relevant working experience. For ordinary technical positions, job seekers with 2-5 years working experience are competent enough. Moreover, 2-5 years of work experience combined with other recruitment conditions is very cost-effective. Because this kind of position, as long as the job seeker has certain relevant work experience, can bear hardships and be willing to study hard, he can enter the working state well. Of course, the more experienced job seekers are, the better for the development of enterprises. The problem that can be brought is that individuals' expectation of salary will be higher, which will increase the human resource cost of enterprises. On the other hand, if you recruit an employee who doesn't have high salary requirements but has no relevant work experience, the enterprise should retrain him, that is to say, it still needs to invest more personnel costs, and at the same time bear the risk that this person is not competent for the job.

Article 4 recruitment requirements: those with XX certificate are preferred. This article is basically formulated with reference to the recruitment conditions of other companies. A company or department always wants its employees to have compound skills. The more skills employees have, the lower the cost of human resources. From the company's point of view, why not! For example, the front desk staff can handle not only documents, but also simple printer and copier failures and even simple network failures. Why not use such talents?

Other conditions include hard work and being able to adapt to frequent business trips; Optimistic, cheerful and enterprising; Strong interpersonal skills and other soft conditions.

After completing the above items, a recruitment notice is basically formed.

2. Screening suitable resumes

The recruitment notice has just been released, and the daily application letter flies like snowflakes. There are some suitable ones, some unsuitable ones, and even some resumes that are different from the recruitment conditions, which makes me overwhelmed and I really feel the pressure of oversupply in the talent market. In order to find the right employee, I carefully and responsibly screen every resume.

I turned down applicants with very different conditions. It's not that I don't give them a chance, but that I don't want to waste each other's precious resources. Many people think that submitting resumes through the Internet costs nothing, but ignores the energy cost and time cost. Imagine: if you are rashly notified to come for an interview, you may need to ask for leave, take a bus and spend some time preparing for the interview. The chance of success is almost zero.

I turned down a job seeker who was similar to me: the resume of the job seeker described various systems in detail, which we wanted to do, but unfortunately his work experience was not what I needed. The resume of the job seeker is about system integration, but it is mainly responsible for the weak current maintenance of the hotel. We may do the weak current project of the hotel, but there is still a big difference between project maintenance and project implementation. I also called the job seeker and confirmed that this person has been engaged in weak current system maintenance for more than two years and can only choose to give up. Because with the development of society, the trend of specialization is very obvious. Sometimes it is the same industry, but the actual work content and working environment will be very different, so the specific work experience is very important.

I turned down a job seeker whose resume meets our requirements, but this person has a heavyweight certificate such as MCSE and CCNP, and this certificate has little to do with his professional experience, so we dare not use it. Because such people have invested a lot of capital to charge, of course, they hope to have higher returns. If you want to keep him, the company must provide a lot of treatment. Moreover, there are few businesses related to these certificates in our department, so it is difficult for companies and job seekers to find a balance. Giving up is the best choice.

I turned down another job seeker who met the recruitment requirements: this person is suitable for both hardware and software, but I was surprised by a line in his resume: the current annual salary is 20,000-30,000 yuan, and he has more than two years of work experience, but the salary expectation is 6,000-7,999 yuan/month. Although I still communicated with the job seeker by telephone, and the job seeker agreed to the salary range provided by the company, I put a big question mark on the motivation of the job seeker. I don't understand why he set such a disparity in wages. What strength does he have to get this salary? If it is a mistake, then this mistake is unforgivable; If it is true, even if this person finally reaches an agreement with the company, will he use the company's salary as a springboard?

I turned down a job seeker with good conditions but still in other places: frankly speaking, this job seeker has good conditions, but unfortunately he still works far from the city. Personally, I think it is better to recruit a job seeker who is still in the field than to recruit a job seeker who lives in the local area. There is no discrimination here, just because companies have to pay double the risk to recruit such people. First of all, after employees arrive, they need to solve the problem of food and shelter, so it is difficult to get into work in a short time; In addition, can he adapt to life here, such as whether job seekers from Shandong are used to rice? Once you can't get into work in time, you are not used to living habits and customs, and finally you will resign, which will inevitably affect the internal operation of the company. Moreover, every recruitment of the company is targeted and needs to pay the cost of human resources, so it is natural to avoid risky things.

3. Organize a preliminary interview

Perhaps it is the help of a large number of interview skills books. During the interview, the dress and behavior of job seekers are relatively standardized, which is a good thing, but the interview skill book also brings two obvious disadvantages. First, they induce job seekers to pay too much attention to the external environment and ignore the opportunity to show their own quality and strength; Secondly, it indirectly blocks the eyes of recruiters. In a short period of contact, a skilled job seeker can completely hide his bad side, and it is difficult to fully understand the comprehensive quality of job seekers in the interview. Therefore, many employers will try their best to take the exam in order to recruit a suitable employee.