How to successfully recruit outstanding talents

In March this year, Harvard Business Review published a heavyweight article on the recruitment process: A Guide to Completing Recruitment, written by Felodi, CEO of Yikang Xianda, a leading headhunting company in the world, and two professors from Harvard Business School. This is a manual article that all human resource managers and managers should read carefully. This paper holds that a complete recruitment process should include seven steps: 1. Forecast recruitment demand; 2. Detailed job requirements; 3. Establish an alternative talent pool; 4. Evaluate candidates; 5. sign a contract; 6. Integrate new talents; 7. Review the effectiveness of the recruitment process. At the same time, some misunderstandings should be avoided in recruiting talents. An article by Beisen Evaluation pointed out that it is easy for enterprises to fall into the following four misunderstandings when recruiting: first, the recruitment plan is not based on the company's strategy; Second, the talents recruited are not accurately defined; Thirdly, vacuum evaluation without evaluation criteria; Fourthly, the screening process lacks effective evaluation methods. Therefore, enterprises should make clear the requirements for talents based on the company's strategy, clarify the requirements for talents in positions, then establish and evaluate candidates, and finally give timely feedback and supervision after joining the company. In this group of articles, there are also advanced practical experiences of Hilton and Danfoss in recruitment. Comparing these advanced experiences and improving the recruitment process of our company will help to recruit suitable talents as soon as possible.