How should HR describe the portrait of talents before recruitment?

The essence of talent portrait is to solve the contradiction between talents and jobs, so that talents can find their own jobs quickly and conveniently, and enterprises can also find corresponding post-skilled talents according to talent portraits. According to the job requirements, the suitable talent characteristics are depicted in the form of portraits, so that enterprises can clearly know what kind of people they need. Thereby helping enterprises to recruit, train and develop more pertinently. Portrait of talents is based on job requirements, which defines and depicts the prototype of talents who are qualified for a certain position, including skills, knowledge, values, self-image, personal characteristics, motivation and so on. Using the method of data analysis, the talent portrait of an enterprise is analyzed. The function of talent portrait mainly includes the following aspects: digging deeply on the basis of JD and resume, clearly describing job requirements, establishing talent standards, and improving recruitment accuracy and efficiency; It runs through all major scenarios of human resources and provides data-driven decision-making basis for subsequent internal staff selection, training, development, salary and elimination.

Establish enterprise talent brain and portrait library, make enterprise talent assets visible, and constantly precipitate data, and accumulate valuable human capital data resources for enterprises. Employee files, training, performance, salary and other employee data. The information submitted by employees after joining the company includes personal basic information, education background, work experience, etc. , constitutes the most basic data collection channel for employee files and portraits, and constitutes the data on the iceberg. At the same time, the training records, performance and salary data of employees after their employment are also important employee data. Talent evaluation can be initiated by HR. Through different evaluations, the characteristics of employees' leadership style, critical thinking, management practice ability, professional personality and organizational loyalty can be deeply explored, and an important label of talent portrait can be formed. Interviews with key personnel: In addition to evaluation, HR can also interview key employees, such as selecting senior leaders, outstanding employees, employees in key positions and their colleagues, superiors and subordinates, and cross-check with the data collected in the previous period.