How to recruit suitable talents

The following is how to recruit suitable talents for your reference! More information is in the human resources department!

Talent recruitment rules

1. Establish and enrich the talent pool of enterprises.

When an enterprise recruits new employees, after seeing the job advertisements in newspapers and on the Internet, there is generally a lack of outstanding talents among the two types of applicants who come to the door or call themselves. The best people often have jobs and don't even need to seek new positions. Only by spending some time to establish a good relationship with employment guidance centers and professional talent service institutions in colleges and universities and encouraging internal employees to actively participate in professional organizations and activities in the industry can enterprises successfully find outstanding talents. Because these two ways have greatly improved the talent pool of enterprises and expanded the scope of selecting talents for enterprises. In addition, often browse the talent website and include some suitable resumes in the talent pool of the enterprise; Paying attention to posting job advertisements on some professional websites and publications will also help. The key to these practices is to establish an excellent talent pool before the enterprise needs it.

2. Make the right employment decision

When companies hire new employees, do they want them? Being able to do the right work correctly in a specific industry and a specific enterprise environment is best from an organization with very similar corporate culture. ? Many HR managers believe it? Past behavior is the best predictor of future behavior? I believe that this will enable enterprises to successfully recruit needed and suitable talents and become winners in talent recruitment. At the same time, some enterprises believe that new employees should be talents who can play a role immediately after entering the enterprise, rather than spending time and financial resources to train a potential successful candidate. These are the basis for enterprises to make employment decisions.

3. Dig talents from within

Providing promotion opportunities for internal employees can play a very positive role in promoting the morale of existing employees, enhancing their self-confidence and making them fully aware of their talents, which in itself is the best recognition for employees. When there is a vacancy, we should first tap talents from within, give qualified candidates an interview opportunity, and let employees understand the needs and goals of the organization. In fact, this is also an excellent opportunity for HR to better understand the talents in the enterprise. Sometimes, HR will find a very good balance between the needs of enterprises and the needs of employees. Once discovered, it will have a very good impact on employees within the enterprise.

4. Become a well-known employer

In the era of increasingly fierce competition for talents, the goal of enterprises is not only to be the best employer, but also to let job seekers know this clearly, which is like having a good reputation. Paying attention to employee retention, motivation, responsibility, salary, recognition, system flexibility, work-life balance of employees and employee participation are the key factors for enterprises to become the best employers. And if existing employees praise their company as a great workplace, then potential employees outside the company will also recognize that your company is indeed an excellent employer and choose you, which greatly enhances the appeal to potential employees.

5. Involve employees in the recruitment process.

Enterprises have three opportunities for employees to participate in the employment process: first, let them recommend excellent candidates to enterprises; Second, assist HR to review the resumes and qualifications of potential candidates; Third, assist HR in interviewing potential candidates and evaluating their potential. Is it suitable? The needs of the organization. If the enterprise does not make full use of existing employees to evaluate potential employees, it is a waste of the most important assets of the enterprise. In addition, allowing employees to participate in the selection process of new employees is also conducive to the inheritance of new and old employees.

6. Provide salary slightly higher than the industry average.

How many senior talents are hired with high salary. This is a law. However, few companies are willing to offer the most generous salary in the industry, but it is undeniable that the attraction of salary to talents always exists. Undoubtedly, enterprises with high wages and good welfare benefits can attract and retain employees. Therefore, it is essential to investigate the local job market and pay attention to the attractiveness of company salary in the industry.

Generally speaking, enterprises can attract and retain outstanding talents by paying salaries slightly higher than the industry average. This seems simple, but few companies do it. Most employers discuss with HR every day how to hire excellent talents and pay lower salaries, which is a very dangerous idea. Yes, sometimes the company has the opportunity to attract some excellent talents with lower salary, but they may join the company because of spouse or family problems, or because they value the welfare of the company. Even if they are very active in their work and have good performance, they will still feel unfair, complain about their salary, and will choose to leave once they have a better opportunity.

In addition, it is also important for employees to feel the fairness of salary. If the salary offered by the enterprise is lower than the candidate's requirements, and the enterprise has decided to hire him, it is necessary to persuade him to accept the job, and point out how this job will enable him to exert his creativity, do what he is interested in and realize his career goals.

7. Take welfare as an important competitive advantage.

It is very helpful to keep the welfare of enterprises above the industry standards and provide new welfare content for employees in time. At the same time, employees should also know the value of welfare and the cost invested by the organization in this regard, so that employees can understand that the organization is constantly striving to meet their needs. We should pay attention to balancing the responsibilities and interests of employees in work and life, and provide opportunities and institutional flexibility as much as possible. At present, employees are increasingly inclined to buffet-style welfare plans in order to better balance work, life and family. In addition, it is also essential to implement bonus distribution according to employee performance. What we should pay attention to here is not to copy the welfare forms of other companies. It is best to determine their interests by talking to employees. Because what is suitable for one group of people may not be suitable for another group.

8. hire the best people you can find.

Generally speaking, employees don't like job-hopping too often, so it's not necessary to spend time thinking about who will leave, just think about what they will leave behind! If the demand of an enterprise is to find a talent who can get along well with colleagues, it is necessary to hire a person who can get along with colleagues without any problems, and can't hope to train the skills he lacks after joining the company. At the same time, be good at discovering the strengths of employees. When recruiting, we should not only look at the weaknesses of the candidates in habits and talents, but also look at the consistency between their main advantages and job requirements. You know, it's actually impossible to find the perfect employee. In the current talent market, it is very lucky to find 80% people who are suitable for work.

9. Reasonable use of corporate websites

Corporate websites generally describe corporate vision, mission, goals, values and products. It should not be overlooked that the corporate website also attracts candidates who have visited the website, are interested in vacant positions and are suitable for corporate culture to submit resumes. Therefore, enterprises with websites may wish to set up a recruitment page to clearly describe the vacant positions, job requirements and qualifications of the enterprise, which will attract many suitable candidates to submit resumes. Generally speaking, these candidates are very interested in the vacant positions in the enterprise.

10. Reference verification

Reference verification is a part of background investigation, which is often ignored by human resources managers. The purpose of background investigation is to effectively avoid the unnecessary troubles caused by the candidates sought and selected by enterprises. Referee verification is to fully understand the candidate's situation through telephone communication with people who know the candidate, preferably his former boss or colleagues, so as to confirm whether the candidate's qualifications and talents are qualified for the vacant position and whether the job performance described by the candidate on his resume and during the interview is true. This method can ensure that the candidates to be hired can effectively perform their duties after joining the company.

In addition, it is necessary to find out that the employees employed have no bad records in the past to avoid endangering the employees in the enterprise. In fact, if the new employees are not in place due to background checks, their qualifications are too poor or have other adverse effects on the enterprise, HR should bear the corresponding responsibilities.

Talent recruitment principle

1. Recruit according to your company's values.

It is absolutely necessary for you to publish the values of your company for the candidates to see and integrate into your recruitment strategy.

Every candidate (and of course every employee) should know what your company stands for and what it becomes. Family? What does it mean to be one of them? Not just the qualities and characteristics you want? Tell everyone about the values you reject. Imagine how you want people to act in your enterprise as a discipline and then recruit according to these disciplines.

For example, at Jobvite, one of our core values is customer first. When we interview, whether we are recruiting an administrative assistant or a vice president, we will ask some questions. The answers to these questions will tell us whether a candidate will do his best for his clients. Without such people, beautiful academic qualifications and skills are meaningless.

2. Find someone who really loves this job.

Jim Harper, the former coach of the San Francisco 49ers, is now the head coach of the University of Michigan. He once told a group of CEOs in Silicon Valley that he would never pick the best, fastest or strongest players, but always pick those who really love football. Why? Because football is a sport, but sometimes it is very painful and difficult? Only those who really love playing this game will go through hardships and try to beat others. Similarly, those who really love their jobs don't mind getting up and coming to the office every day. They won't complain about heavy work. They are willing to work harder? Whether it's making documents or assembling furniture. They will do their best. Because they really love their jobs.

You will want such people, because their performance will far exceed that of any other type of job seekers. Therefore, during the interview, you should try your best to know whether a job seeker will actively and happily perform all the duties of the job you are applying for.

3. Use evaluation tests.

Evaluation is very helpful. Due to the progress in the way we collect and use data, their scientific effectiveness and complexity have been greatly improved in the past few decades. Today, you can use these tests to test many things? For example, the cognitive flexibility needed to complete the work, the emotional adaptability to a job, the adaptability to the work culture, and whether a person will like the job and everything involved.

May I suggest that you give each job seeker a management evaluation test? In fact, I suggest you do the same test for all employees. As time goes by, you can use these results to outline what kind of people can adapt to your company well and complete specific tasks. In this way, when you recruit, you can more easily pick out candidates who are very similar to your most successful employees.

4. Learn from the people who left.

The purpose of doing this is not only to get a general idea of what someone doesn't like about the job or your company, but also to use what you know to adjust the recruitment criteria, so that you can avoid recruiting unsuitable people? Or, even better, we can really adjust this job to make it more interesting and attractive to higher-quality talents.

5. Check the recommendation early.

I mentioned this point before, but I think it is very important and it is absolutely necessary to remind you again. With today's social networks, checking candidates' recommendations should be the first step in the recruitment evaluation process? Instead of doing it when it is almost time to form a conclusion. Conduct an online survey to see if someone is suitable for your organization. Remember, are you looking for qualified candidates? Personal or professional recommendations can be highly reliable sources of information.

I know. Think? There are many people who are suitable to fill vacant positions that don't require much skill? The idea is very tempting. That's true in some ways, isn't it? There are more job seekers without a college degree than those with a college degree.

However, will the shortage of high-quality talents always exist? Those are the people we all want to have sex with. They are diligent, ambitious, diligent, kind and humble, and contribute more to your customers and their colleagues every day. Believe me, such people will never be rich, so don't let your guard down when recruiting such people.

Talent recruitment skills of small enterprises

1. First, be familiar with national laws and regulations.

Pay attention to the different regulations in different regions when recruiting. First of all, we should know some rules and regulations of the local small business administration. You may also want to share your experience with small business owners at the same growth stage through the Internet, including the most effective accountants and business background investigation agencies.

2. Highlight the brand personality in the job description

3. instead of forming a new team from scratch, why not consider it Group interview?

If you are building a sales team from scratch, you need managers, senior sales staff and junior staff. Can you consider putting people who often cooperate together? Group interview? Evaluate the degree of integration and the cooperative relationship between them.

Admit that this position is challenging in the interview.

Compared with large enterprises, small and micro enterprises have different challenges and opportunities, so it is necessary to tell potential applicants the biggest obstacle in their work (of course, corporate secrets cannot be revealed). If you are recruiting a marketing manager, the challenge may be that there is little or no advertising budget; If you are looking for a designer, it may be that your website and corporate logo need to be redesigned. The best employees will meet the challenges and try to find solutions.

5. Continuously improve the training content.

Saving training materials can make your life easier and make the next round of training smoother. This includes signed tax documents, slides introducing the company's history, templates and job descriptions that all new employees need to download to their computers, and save them all on a USB flash drive or create a new folder. After a few months of new employees' employment, ask what information is most helpful for their growth, and improve the next training on this basis.

6. Strive to cultivate corporate culture

Every employee has a vital influence on corporate culture, especially small and micro enterprises. A person's creativity, negative attitude, high efficiency or indifference can spread to the whole organization quickly. Even if you are pressed for time and want to issue an admission notice to achieve the goal of 20 15, you should seriously think about what kind of working environment you want to create and what kind of corporate values are most important to you, and focus on cultivating this quality among the hired personnel.

Small business owners have a lot of work to do and can't make mistakes in talent recruitment. Remember, when recruiting new employees, use your reason and emotion and always hire people you really want to work with.