How to introduce talents to solve the "recruitment difficulty"

Modern enterprise management will set up a special human resources department, from the organizer, coordinator, distributor, guide and strategist of the enterprise. Consultants, collaborators and other actors have different colors. But it often backfires. Setting up human resources but not knowing what natural human resources are has become a show for everyone. Just according to the boss's wishes, it's just routine standard operation and taking photos, especially in private enterprises, it's more difficult to implement normal human resource management-that is, the boss's mouthpiece. Either you do what the boss wants or you leave, it's as simple as that. If you are now working in a private enterprise, how can you change your current status? The boss very much hopes that the enterprise will flourish, but it is difficult to have excellent talents to assist, dare not use new people, reuse cronies, and it is difficult to accept the views of new people. If you are a human resources worker, how will you persuade your boss to accept your point of view? I once visited a senior boss of a state-owned enterprise. He said that recruitment is the easiest to get started, and performance appraisal is to calculate data and do some simple numerical analysis. There is no way out for human resources, which probably tells the overall view of most business owners on human resources management.

Recruitment is the focus of human resources work.

To do a good job in recruitment, you must know what kind of people the enterprise needs at this stage, who are suitable, what method you should use to judge whether they are suitable, and what channels to recruit. These are all the tasks that need to be done before the recruitment work is carried out. The demand for talents in different stages of enterprises is different. We can also divide enterprises into early stage, growth stage, maturity stage and recession stage. In particular, it is necessary to analyze the stage in which the enterprise is located, because the demand for more talents in each development stage is different.

The second is your industry.

The industry will greatly affect the recruitment progress. Like traditional cars, architecture, design, computers, etc. Due to the long-term development of the industry, a large number of outstanding talents have been accumulated and trained in the industry. If you are in a new industry or a new industry, the supply of talents in the market will be directly affected by the development of the industry.

The third is the geographical location of the company.

The company's geographical location greatly affects the company's recruitment process. If you are in a remote area or a well-known town, recruitment will naturally become the most troublesome job. I believe that no one wants to go to a small town alone and have to endure the pain of being away from their families. If you have a family, especially children, it is even more impossible.

The fourth is a reasonable wage system.

In order to attract outstanding talents, it is necessary to provide competitive salary levels among industries (you can do surveys through professional consulting companies or collect information in your usual recruitment work).

Sixth, improve the promotion system.

Whether it can provide a good personal development space for individuals is a problem that many job seekers pay close attention to, and it has also become one of the primary considerations for most job seekers to choose a job.

Seventh working environment

Eighth, care for employees.

This is also the category of employee relations. People are active, not as hard as robots played by Chaplin. It is essential to give full care to employees, especially new employees, care about their work, get along with colleagues and communicate with superiors, especially in the first month of entering a new company.

We often say that it is difficult to recruit, which is nothing more than the above. Then, as a professional human resource worker, how to introduce and reserve excellent talents for enterprises is the responsibility of every human resource worker, and everything that happens is worth thinking about. When we are faced with recruitment problems, recruitment pressure and recruitment confusion, have we asked ourselves, have I done my best? Did I try to collect my resume? Have I read every candidate's resume carefully? For every job seeker who calls, have we answered every question seriously? Have we taken every telephone communication seriously? Do we keep records of every interview? Did we convey the results to the interviewer in time? Are we ready for the interview? Is the interview process designed reasonably? Did the employing department give feedback to the newcomers in time? Did the newcomer catch up in time after he went in? We must keep asking ourselves questions.

As far as I know, most enterprises think so. After receiving the notice from the employer, they immediately organized personnel to recruit, publish recruitment information, collect resumes, screen resumes, make initial telephone contact, communicate face to face, and recommend multiple qualified candidates. Among them, everyone is missing the most important link, recruitment analysis. That is to say, the analysis of recruitment demand, whether the current staffing is reasonable, or whether the expansion is due to the company's business development or the unreasonable staffing before, and so on. What channel to choose for recruitment. Nowadays, senior talents are not worried about finding a job, and rarely hang their resumes online. Professionals usually use professional trade magazines, or social groups or headhunters.

Determine and select recruitment channels according to the high-end positions or not. Recruitment channels are accumulated in peacetime and are also the most important link in building a talent pool. Of course, recruiters must also be aware of the current situation of the company. If you want to hire an ordinary manager, you have to find someone strong. Of course it's unacceptable. I'm leaving my job soon. Sometimes it doesn't mean that talents are necessarily suitable, it depends on the actual situation. Here, it is necessary for recruiters to go out and communicate with the person in charge of your department to see their specific employment needs. Meal time or walking can be completed in time. Don't let yourself impose all your ideas on the best talents that the employing department thinks I have recruited, which will often backfire. Analyze from many aspects, such as what is our working atmosphere now? What is the working atmosphere among colleagues? What is leadership style? What is our whole corporate culture like? Then it is basically a simple positioning, such as what kind of personality the person I am recruiting now needs, the style of work and doing things, introversion or extroversion, and so on. We must understand and recognize the preferences of leaders, otherwise it will be futile to recruit more people. In addition, we should tell every job seeker the real situation of the company, and don't hide or exaggerate the facts of the company, otherwise it will cause too much psychological gap and promote the brain drain.

Skillful use of recruitment tools and methods is another key to improve recruitment efficiency.

We often talk about personality tests, professional ability tests and so on. I believe that few people will seriously do the analysis of recruitment positions, and even take the recruitment demand list of the employing department, copy the requirements on the list to the website, and sit and wait for the resume to vote. This is the biggest negligence in the recruitment work. The recruitment work is meticulous. Only by grasping each link well can the work be carried out in an orderly way. What is the specific work content of this work, what are the main responsibilities, what conditions are needed, what are the hard indicators for completing this work, and what are the secondary ones? You must understand these things, or you are an idiot. At the very least, it is also respect for job seekers. Then try to get the answers you want, which are directly reflected in the interview. Telephone interview is a very important link. What needs to be controlled in this link is whether the other party is looking for a job, on-the-job or applying for a job, and what is the motivation for job-hopping? At present, the work content and arrival time have met the salary requirements of the other party. If the other party earns tens of thousands of dollars a month at present, and you can only pay 5 thousand dollars here, then you'd better not waste both sides' time. The second is how to know all the real information you want. It is hard to avoid that candidates lie in the recruitment process, or it is difficult to guarantee that the information we get is true and effective, because every interviewer will exaggerate his current job and salary as a bargaining chip. Therefore, how to ask questions, how to find flaws and get the real and effective information you want all need to be accumulated and trained in peacetime. We often use professional tests, written tests, interviews, scenario simulations, etc. Will eventually enter the interview room. This time is his true self, so at this time we can observe those incomprehensible lies on the phone. So how do we evaluate the interviewer?

Show the true value of the company

Recruiters are actually the best marketing workers in the enterprise, and we constantly recommend our company to every interviewer or applicant. Therefore, it is necessary to briefly describe the company clearly and tell its own highlights. Especially the present situation of the company, the future planning of the company, the expectations of the employing department of this position, the specific requirements for this position, and the most important point is the promotion and development channels of this position, the importance of this position in the company and so on. Finally, analyze the company's competitive advantage.