How to organize a corporate talent recruitment fair?

Many companies are recruiting people every year, every month, and every week. They spend money and time, but it is still difficult to recruit satisfactory talents, or recruit people. The talents who arrived ended up staying for a few months and then left. As a result, the company's goals or projects were often unable to be implemented because of the lack of talent. Entrepreneurs and CEOs have nothing to do but look forward to talent. The reason is that the key success factors of talent recruitment are not well grasped, there is no long-term and strategic talent demand and supply planning, and the company always excuses busy business and fails to organize recruitment in a serious and orderly manner. This article hopes that through the analysis of the success factors of effective talent recruitment, it can give some inspiration, support and guidance to the majority of talent recruiters.

1. "Ding"

"Ding" means positioning. To do a good job in recruiting talents for an enterprise, the enterprise must first clearly identify what kind of talents to recruit and what kind of talents are most suitable for the development of the enterprise. The basic principle is "not to seek the best, but to seek the most suitable." Here we will not talk about the certainties of the enterprise. There must be strategic human resource planning, because few domestic companies are currently able to do this, but at least companies must first do a talent demand analysis before recruiting talents. The general annual talent demand analysis procedure is as follows:

● Analyze the performance of the previous year, formulate performance goals for the second year of corporate development based on the company's development strategy, decompose the performance goals, and formulate departmental performance goals;

● Company Each department analyzes which talents need to be allocated based on performance goals and which talents have vacancies. The vacant talents apply to the Human Resources Department according to the company's job description requirements;

● The Human Resources Department evaluates the talents submitted by each department The demand applications are summarized and the annual preliminary talent recruitment needs are submitted to the company's decision-makers;

● The company's senior management puts forward modification suggestions based on the preliminary talent needs and proposes special talents based on the company's performance goals for the second year. and management talent recruitment needs;

● The Human Resources Department finalizes the recruitment needs for the second year based on the recommendations of senior management, and formulates a talent recruitment plan for the second year on this basis;

● Make real-time adjustments to recruitment needs and recruitment plans based on the actual development of the company, and reconfirm recruitment needs before each systematic and standardized organization recruitment.

Based on the analysis of talent recruitment needs, it is necessary to confirm the positioning of various talents before each recruitment, that is, job responsibilities and qualifications, including main job responsibilities, requirements for academic qualifications, majors, Detailed requirements in various aspects such as ability, experience, age, gender, personality, hobbies, mental and physical aspects, etc. Only in this way can we "know what we have in mind" every time we recruit talents.

2. "Aim"

"Aim" means to aim. "Determining" means clarifying what kind of people we want to recruit, and "aiming" means determining what kind of target group we want to find the talents we need. This is also very important. Many companies have very clear positioning when recruiting talents, and the purpose of recruitment is also very clear. In the end, the recruitment resumes collected by publishing recruitment advertisements are very few and pitiful. The reason for this analysis is because of the release of information. Aiming incorrectly. If we do not aim accurately when recruiting, many talents that the company really needs for development will be lost in vain. At the same time, many talents who do not meet the needs of the company's development will fish in troubled waters, which will increase the workload and difficulty of selection. The characteristics of the three target groups analyzed below can be used as a reference for various companies when recruiting talents:

University campus. If you are targeting university campuses, that is, recruiting fresh graduates, then you must at least work hard to establish and maintain relationships with your target universities, obtain updates on graduating college students in a timely manner, and act first to ensure that you recruit The quality of fresh graduates is relatively high. If the company's talent training system and incentive mechanism are relatively sound, fresh graduates will have a strong identification with the company after being trained and stay, and their loyalty will be relatively high, but the job-hopping rate in the early stage will generally be relatively high.

You must also be precise when targeting graduates. Whether you want those who have better academic performance and study hard and seriously, or those who have served as class cadres and have good grades, etc., you must analyze it clearly in advance.

Professionals who have just graduated from university 2-3 years ago. The biggest characteristic of this target group is that they have been in society for two or three years, experienced certain ups and downs and sophistication, have certain work experience, and generally do not have the same understanding of society and enterprises as freshly graduated college students. So sentimental and naive, their careers are also being steadily explored and gradually clarified. Because they have not been working for a long time, they have strong plasticity in various aspects such as work and are easy to cultivate. At the same time, people in this target group are generally relatively stable and will not change jobs easily.

Professionals who have graduated from university for 5-8 years. The biggest characteristic of this target group is that they have rich work experience and have their own unique insights and perspectives on the fields they specialize in. They should have their own relatively stable career plans and will not easily accept other people's opinions. Once they apply for a new position, Able to do the job quickly. However, the biggest shortcoming of this target group is that their profession, concepts, working methods, etc. have been basically finalized, making their plasticity relatively poor. This kind of person is more speculative when looking for a job, likes to "bargain" and is a bit "careful". Once he feels that the company is not suitable for him, he will leave immediately.

In addition, when recruiting talents, companies can also choose their own target groups based on gender, occupation, region, personality, and even blood type.

3. "Chuan"

"Chuan" means to pass on. After determining which talents need to be recruited and which groups of people to look for, the next step is to effectively convey the recruitment information to the target group through certain methods and channels, so that he or she knows that we are The company is sincerely looking for him or her and lets them "vote" by submitting their resume.

Nowadays, there are more and more ways and media to disseminate information. Generally, the main ways and media to choose from are:

Newspapers. This is a relatively traditional recruitment channel, mainly including professional recruitment newspapers (many of which are combined with the Internet), mass newspapers, magazines and periodicals, etc. Newspaper recruitment is generally more expensive, but has a wider audience.

Network. It is a relatively new channel for releasing recruitment information. With the development of society, online recruitment will increasingly become the main force of recruitment. At the same time, the cost of online recruitment is not expensive. In online recruitment, if the company has its own company website, be sure not to forget to insert recruitment advertisements on the company website and establish links with external network recruitment advertisements to form mutual correspondence, which can further enhance the recruitment effect. It is worth noting that the recruitment advertisement on the company website must be placed on the homepage and designed with certain animation effects.

Talent recruitment fair. This is also a relatively traditional recruitment channel. Its biggest feature is that the talents are relatively concentrated, the cost is relatively reasonable, and it can also play a very good role in corporate publicity.

Talent services/headhunting agencies. It is generally difficult to recruit important talents, core talents and senior management talents of an enterprise through traditional recruitment methods in the short term. The recruitment of these talents requires the help of headhunting agencies, and enterprises must establish cooperative relationships with more influential headhunting agencies. Headhunting fees are relatively expensive. The cost of successfully hunting a talent is generally 20-50% of the annual salary paid by the company.

Employee recommendations. The recruitment information will be released to all employees of the company. Employees of the company can recommend to the company the talents they know around them and think are excellent. Of course, the talents recommended by employees must also follow the company's standardized selection procedures. If a company successfully recommends an outstanding talent, the company will generally give the recommender certain rewards.

Internal recruitment. The recruitment information will be released to the company's internal employees, and employees themselves can apply.

Nowadays, companies generally adopt a "three-dimensional" information release and recruitment model to recruit talents, that is, a combination of aerial propaganda newspapers and ground offensive online advertising with on-site recruitment, employee recommendations, etc.

"Three-dimensional" recruitment is generally more expensive for one recruitment, but instead of recruiting every month or every day, companies might as well concentrate several irregular and unsystematic recruitments into one organization, which can not only ensure the effectiveness of recruitment, but also Control the expenses and costs of recruitment (nowadays, corporate talent recruitment, training, salary and benefits are generally regarded as an investment behavior rather than a simple cost behavior).

Enterprise recruitment should pay attention when "passing", "passing" must be combined with "defining" to accurately deliver information to the target group. At the same time, the required talents must be clearly defined during the "selection" process, including academic qualifications, majors, work experience, gender, age and even personality, blood type, etc. The conditions for the "selection" are only our standards when selecting talents. But when "passing", don't describe it in such detail, otherwise it will become "boxing" people instead of "recruiting" people, because "no gold is barefoot, and no one is perfect." If you are too strict, you will first of all Applicants are intimidated and unintentionally turn away many excellent talents. When "passing", try to summarize the most important conditions into 3-5 items, and never cover everything. In particular, too many conditions (such as "only women are recruited for this position") may lead to discrimination in talent recruitment.

4. "Suck"

"Suck" means to attract. Attraction means that the recruitment information you publish can attract the attention of the target group, or how to effectively attract their attention and let them actively vote for resumes. The following tricks are used to effectively attract votes from target groups in general recruitment:

Company and cultural attraction. Good and excellent company culture is the first requirement for attracting talents. Therefore, in the recruitment planning copy, the company should spend a certain amount of time introducing and describing the company and corporate culture, including the company's history, development scale, development goals, values, Talent concept, etc.

The treatment is attractive. The first thing a candidate should choose is a good company (the best employer), and the second most important thing is a good treatment. Many companies in our country are generally shy when it comes to salary commitments when recruiting talents. They only promise that "the company will provide generous benefits." When all recruitment advertisements say this, they are not attractive at all. Therefore, it is recommended that companies clearly state the specific salary packages for each position when recruiting, but it is best to use a range of annual salaries, such as an annual salary of 30,000-100,000 yuan for a certain position. 30,000 means that the recruited talents are basically qualified for the position, and 100,000 means that the recruited talents have excellent abilities and can complete outstanding performance. Applicants often see 100,000 yuan instead of 30,000 yuan! It is worth noting that the highest annual salary of 100,000 yuan can generally be 1.2 to 1.5 times higher than the current annual salary of talents in the position, proving that "there are mountains beyond the mountains." , there are people outside the world." As long as you have the ability, we will give you corresponding treatment and leave room for attracting outstanding talents.

Positions and development are attractive. A good position and development space are also indispensable factors in attracting outstanding talents. For example, some companies promise that "the company will provide a broad space for development." In fact, this kind of promise is as empty as the "providing generous benefits" mentioned above. Applicants would rather see practical things, such as joining the company. Training, employee professional training, middle and senior management training, on-the-job education, complete career development channels and career systems, providing career counseling, etc., make candidates feel that there is a real space.

Attracting crowds. You can often see recruitment advertisements like this, recruiting a department manager for a certain position, etc. Of course, this has a certain appeal, but because only one person is recruited, some truly outstanding talents will often be blocked from the door. After all, 1 is too little. Therefore, when companies recruit talents and publish recruitment information, they can appropriately enlarge the number of recruits. For example, it is perfectly acceptable to expand the number of recruits by 1.2 to 1.4 times. In particular, many foreign companies' advertisements for recruiting talents may be 10 times or even 100 times the number of talents actually recruited. For example, a certain company recruits 600 senior software engineers, but in the end, fewer than 6 may be selected. On the one hand, recruitment is for recruiting talents, but at the same time, recruitment can also serve as advertising for the company. Because you often recruit people, it gives applicants the feeling that this company is recruiting people on a large scale and it must be developing well.

But this trick should not be used often, it must be combined with the company's actual recruitment of talents.

A general principle is that the principle of recruitment advertising is to convey information to the target group and at the same time attract truly outstanding talents.

5. "Selection"

"Selection" means selection. No matter how exquisite and accurate your previous work is, it is inevitable that the resumes you receive will be "misplaced" and "blushed". Therefore, carefully designing the selection process for recruiting talents, improving the reliability and validity of talent selection, and "selecting" truly outstanding talents are the key to every talent recruitment. Of course, different talent selection methods must be applied to companies recruiting different talents, such as ordinary talents, senior management talents, core technical talents, elite sales talents, etc. Here we only briefly summarize the general talent selection procedures.

Resume screening. Resume analysis and screening is the first step in talent selection. When screening resumes, attention must be paid to the preliminary selection of talents based on the most important indicators, and the talents are divided into Category A clearly qualified, Category B basically unqualified, and Category C clearly qualified. Category three unqualified. There is one data package for each position. If there are enough Type A talents in the end, you don’t need to consider Type B talents. If there are not enough Type A talents, you can consider selecting outstanding talents from Type B talents. Category A and B can be adjusted in real time according to the specific progress of recruitment.

Preliminary test. It is recommended that the initial test be a written test, and for important talents, psychological tests and other methods can be supplemented. When designing the initial test paper, the combination of basic tests (intelligence, basic abilities, qualities, etc.) and business tests must be taken into consideration.

Retest. Re-examination usually takes the form of an interview. There are many types of interviews now, such as free interviews, structured interviews, semi-structured interviews, stress interviews, BEI, situational STAR interviews, second interviews, third interviews, etc. During interviews, companies can choose the most suitable interview method based on the characteristics of different talents.

Generally, the ratio of resume screening, preliminary examination, re-examination and final recruitment of talents is 10:5:2:1, but the specific ratio can be adjusted according to the number of recruitment resumes collected by the company.

When companies select talents, sometimes more complex selection methods can be used, such as leaderless group discussions, file frame tests, evaluation centers, job competitions, etc. The selection and application of these methods must be Determined based on specific recruitment situation.

6. "Remain"

"Remain" means to stay. Often when recruiting, many business owners think this person is very good and that person is also very good. This time they finally hired a few good ones. Little did he know that when the offer letter was finally issued to him and he was informed to come to the company to report for work, he did not come. As a result, he was only happy in vain. Therefore, recruitment is a two-way choice, and it is by no means wishful thinking. Companies can choose their favorite candidates, and applicants have the right to choose their favorite companies. Therefore, it is also very important for companies to effectively retain talents throughout the entire recruitment process. Retaining talents involves every aspect of the entire recruitment process. As long as there is one link or one detail that makes candidates (especially excellent candidates) feel that this company is "not that thing", it is different from their own. If the expectations or the original good impression of this company are far different, excellent candidates will give up the idea of ????joining this company to work in this company. Therefore, every link in recruitment, every sentence (for example, when calling for an interview, you must standardize the language and fully reflect the company's culture), every action, every publicity, every sign, etc. must be very rigorous and standardized. Recruitment During this period, all employees are required to demonstrate a high level of professionalism. That is, everything that candidates can see, hear, touch, smell, or even think about, we must make them feel good and leave a good and deep impression. No matter what, first of all Let’s recruit outstanding talents.

When retaining talents, you should also pay attention to the fact that except for special recruitment, it is best to control the recruitment cycle within one month, preferably around 20 days, so that applicants will not wait for a long time. , but had already gone to find another job.

Therefore, corporate talent recruitment is indeed not a simple matter, but a very complex system project. Only by carefully grasping the above six words can we effectively ensure the success of each corporate talent recruitment. success.