Enterprise recruitment: looking for people instead of recruiting people, how to calculate the highest HR level?

Some enterprises are constantly recruiting people because of their high mobility. HR often publishes the recruitment information of enterprises, and then formally arranges interviews. When the personnel arrive at the post, it is deemed that the recruitment task has been completed. If the personnel flow, they will be re-recruited. The reason for this recruitment phenomenon is generally that there are various drawbacks in the enterprise, which leads to HR being tired of coping and wasting martial arts. This recruitment realm can only be summarized by "recruiting people".

Realm 2: Waiting for others

Some enterprises have low mobility, but the demand for talents is not obvious. In addition to releasing simple recruitment information, HR generally does not need active recruitment activities, such as attending some talent market exchange meetings and making recruitment announcements in colleges and universities. The recruitment situation of such enterprises is a bit like "Jiang Taigong fishing" and can only be described as "waiting for someone". In this case, it is also difficult for HR to make achievements.

Area 3: Find someone

In the first two cases, the enterprise may have poor efficiency, small scale, low salary, slow development, or limited recruitment budget. But for HR, the real recruitment realm should be "finding someone". HR should actively establish various social relationships and find talents through various recruitment channels, instead of publishing information and waiting for resumes. For example, HR actively publishes recruitment information on online platforms and social media, repeatedly screens resumes in the talent pool, actively participates in professional salons in the industry, or operates some special recruitment activities. The most important job of HR is to "find people" all over the world.

Realm 4: Digging people

For the recruitment of high-end talents or scarce talents in enterprises, it may be necessary to "dig people" with the cooperation of third-party institutions (such as school-enterprise alliances and headhunting companies). In fact, HR who can "find people" all over the world have the ability to "dig people". In reality, many people who do HR have transformed into headhunters. "Digging people" is a more advanced "looking for people", and such a recruitment realm has a more positive effect on HR's own value.

Realm 5: Selecting People

What is the ultimate state of recruitment? It is to "select people", select the right people, select talents, and select business partners who can advance and retreat with the growth of enterprises. This is the core meaning of "building a team".

It should be noted that the ultimate means of "selecting people" is not the post standard, post mode, selection skills and evaluation system, but the corporate culture concept! Is the core values of the enterprise! To put it another way, only like-minded people can get along for a long time; Only people with similar values can grow up with the enterprise. This realm of selecting candidates is the direction and purpose of enterprise recruitment, and it is the quality and accomplishment that HR should have.