How to Recruit

Recruitment is the most basic and important module of corporate human resources, but it is also the most troublesome module for most people. Various problems will be faced during the process. Many HR recruiters have many complaints, thinking that they have put in a lot of hard work, but in the end there are no results. Their performance is completely burdened by recruitment, and they don't want to do recruitment again.

1. Internal skills and mental methods for recruitment

1. Let recruitment be ideological and don’t solidify it

We should turn human resources into an industrial chain. This This industry chain includes corporate culture, the interests and responsibilities of the human resources department and the employing department, the company's relevant processes and systems, the company's business form, and the company's human resources values. Only by understanding these can you really start to do it. recruitment. You must understand that sometimes, what we recruit is not people, but resources. If you understand this, it will be easier to recruit people.

2. Recruitment is a marketing process of HR to the company

We have always said that HR is the strategic partner of the enterprise. Here I also understand recruitment as a marketing process of HR to the company. From a marketing perspective, you can divide the applicants and those you want to recruit into a target group.

Since the introduction of the Western six-module management of human resources, many companies have artificially separated human resources work. As everyone knows, they are a whole, and it makes no sense to work separately. Therefore, I prefer to use the Chinese ideological selection and retention to summarize them. In addition, we also need to have a reverse thinking. Recruitment is not the end, but the end. The beginning of a human resources work cycle.

What should we do in order to ultimately retain people? Enterprises always hope to obtain the best talents, but do they have sufficient conditions to attract high-end talents at each stage of their development? Instead of recruiting and leaving, resulting in a waste of time and opportunity costs, why not think about who the company needs to retain at this stage?

3. Simple recruitment issues are inseparable from corporate management and corporate strategy

The growth of an enterprise is divided into four stages: entry, development, maturity, and decline. Expect. These four periods also have different needs for talent. Only by understanding the different cultures of enterprises in different periods can we prescribe targeted medicines.

Many HR will complain that it is difficult to recruit people, or that once they are recruited, they cannot retain them. But have you ever thought about the fundamental reason? Rather than having time to complain, it is better to work hard to understand the relevant situation and solve the problem. The core of corporate recruitment is to find the right person at the right time, put him in the right position, and let him produce the right results. However, as companies continue to grow, so do the standards for talent. Therefore, recruitment should also think about the positioning of talents as the company develops and changes, and solve the problems encountered in the process. This is the most important thing.