Enterprises to attract talent eight strokes
Introduction of talent is not a fixed rule, the multi-pronged should be under the same circumstances.
Enterprises to achieve the effective introduction of talent, especially the introduction of suitable senior talent, is the business owner and talent management workers to pursue. In fact, the introduction of talent and no fixed rules to follow, because, the enterprise is very different, the boss of the enterprise or the enterprise culture is also very different, and senior talents are all different. In the face of so many different, need to find suitable for different enterprises, different talent attraction strategy.
Enterprises in the attraction of talent in a variety of strange tactics, can be said to be "the eight immortals over the sea, each show their ability". This chapter will be on the current enterprise commonly used talent recruitment strategy to summarize, summarize the attraction of talent tricks, for business owners and talent managers to refer to.
One of the shock talent
The introduction of talent to eat "shock fish" theory, is a special phenomenon caused by China's current uneven economic development. Uneven development has led to a large lack of talent in coastal areas, and backward areas and some old industrial bases in the interior are facing a "relative surplus" of talent, eat "shock fish" is the faster economic development of enterprises to attract the slower economic development of the region's talent! . Enterprises to eat "shock fish", first of all, must have established a successful management model and excellent corporate culture, so that as soon as possible to make these "shock fish" back to life, revitalization, play a huge role; secondly, can not eat the "dead fish". "dead fish", "dead fish" that is, mediocrity, is that enterprises must have a perfect talent evaluation system, master the talent assessment standards, do not put "dead fish" as a "shock fish". "shock fish" introduced into the enterprise.
A group of human resources department to solve the problem of talent shortage, through the study of "Haier management model", carefully studied the Haier eat "shock fish" theory, y inspired, and the concept of successful references to the talent selection and recruitment. Eat "shock fish" is the Haier Group of mergers and acquisitions of a figurative metaphor. The group believes that in some underdeveloped regions and recessionary industries there is a relative surplus of talent, for example, a chemical research institute in Jilin Province, even a researcher has nothing to do, watching the door at the gate! The researcher has mastered the separation technology of uranium 235, which is the cutting-edge technology of the nuclear industry. These talents have knowledge, technology, ideas, ideas, but there is no environment and mechanism to play their talents, which is not exactly the enterprise needs "shock fish"?
"Shock Fish" was activated, the enterprise received a good benefit from the first to get rid of the vicious competition with peers for a limited number of professionals in the circle, reducing the cost of manpower, but also reduces the cost of waiting for the time of the talent. These talents in the fertile soil of the enterprise to grow strong, and the enterprise through thick and thin, honor and disgrace and ****, they will be "the crows feed back, the lamb kneeling milk" this kind of simple emotion and enthusiasm to return to the enterprise.
Two, "small temple" to recruit "big monks"
Talent mobility, and according to the laws of the market flow. As a small and medium-sized enterprises such as the "small temple", how to introduce senior talent "big monk"? A county dealer Lv boss in the building materials industry for nearly 10 years, successfully completed the original accumulation of capital. Seeing the company grow day by day, the family management shortcomings are becoming increasingly serious, they can not be as young as the hands-on, he wanted to invite a competent person appointed to the important task, but the search for many times, people are always afraid of his temple is small, not standardized, refused to give in. Lv boss is really worried about the knot, well, "God is not responsible for the painstaking people", and then he finally dug up the county cement factory sales section of the Wang section chief.
In 2005, Lv heard that the county cement factory was on the verge of bankruptcy, and immediately realized that the opportunity to dig talent. The cement factory's sales section chief Wang is a talent, has many years of sales and management experience, honest and trustworthy, very dedicated, in the sales position has made outstanding contributions, in the industry is well known. The cement factory is about to go bankrupt, Wang is facing unemployment, and his son will take the college entrance examination in the next year, waiting for money, although the consumption level of the county is relatively low, but the monthly food consumption, utilities, transportation and communication costs add up to a small amount of expenditure. Lv boss took the opportunity to find Wang, intended to ask him to come to the company as a vice president, under one person, above all, in charge of sales, the implementation of the annual salary system, an annual salary of 160,000 yuan. In Wang's most difficult moment, such attractive conditions, as if the snow in the charcoal, Wang was grateful to know how to repay, he will be this grace in mind.
Talent is the bottleneck of enterprise development, many business owners feel that they are small companies, please do not come to the master, so they have to continue their own small workshop operation while sighing. In fact, in their own or a small workshop on the time to invite experts, is the key to the development of the company. In a sense, the bigger the fish, the bigger the pond. Lv's experience shows that when dealers really value talent and put themselves in each other's shoes, there is no worry about not being able to hire and retain talent, and there is no worry about the company's lack of long-term development.
Three, online talent innovation
In the fastest possible time for the vacant jobs to find the most suitable candidates, is the challenge faced by every recruiter today. As more and more companies begin to utilize the Internet to search for talent, simply by posting job advertisements online, you can find the right person.
And the recruitment effect is not as "magical" as the above, online recruitment as "free love", all in the virtual world, due to "not know the true face of Mount Lushan".
1. Several factors affecting the effectiveness of recruitment
(1) the most preferred candidate may not be looking for work. Resume online just want to try its degree of popularity, that is, "throwing stones", he does not care about whether he can find a real job, which may make the recruitment of "a thousand times" after the search for him empty.
(2) the job search is too casual, increasing the difficulty of talent allocation. Just need to click the mouse can easily send resumes to hundreds of enterprises, job seekers, wide variety of thin harvest, "polygamy love", so that some companies interested in seeking talent at a loss.
(3) network recruitment itself has advantages and disadvantages, affecting the recruitment effect. Network recruitment is not simply to move the recruitment information on the Internet on the matter. In addition to the necessary technical strength, but also must have a deep understanding of human resources, strong market planning and promotion capabilities to attract more applicants.
2. Excellent recruitment website elements
At present, the domestic agencies engaged in online recruitment is still basically not commercialized, the network recruitment or more traditional website recruitment, therefore, the choice of the right recruitment is an important channel for domestic companies to introduce talent. In general, the choice of excellent recruitment site needs to be examined from the following three aspects:
(1) whether it has a good reputation. Reputation is the basis for the survival of the job site.
(2) powerful features. Although the function of the talent site are similar, but some personalized settings of some sites appear to be very dynamic. For example, a talent network in Zhejiang Province can provide and enterprise organizational structure is fully compatible with the enterprise job bank management system, for the enterprise personnel department to provide the most convenient job management solutions, automatic placement of recruitment advertising management system.
(3) Quality service. In the recruitment needs of customers, recruitment sites should be based on the customer's specific situation to provide suitable recruitment portfolio, to help customers with the minimum cost to achieve maximum results.
Four, skillful use of headhunters to attract talent
Now the number of headhunters, good and bad, just Hangzhou headhunters currently have more than 300. How to choose a good faith, can provide truly professional services headhunters is not an easy thing, and even some headhunter practitioners to intimidate the enterprises served: "You have to be better for us, or I'll hunt for your company's talent hunt to other companies." So, in the face of so many mixed, good and bad headhunters, how to choose?
1. Choose consultants rather than companies
Hunting industry is a bit like management consulting firms, is a typical professional services industry. The effect of its services is ultimately determined by the hunters' ethics and professionalism, the company is actually very difficult to control the quality of service, mainly by the hunter's personal efforts and level. If the level of the hunter is not enough, the company has a reputation will not have good results.
2. and consultants to conduct detailed negotiations to understand the ability and attitude
Enterprises in the selection of hunters, we must have an in-depth understanding of their professional ability, as you go to the recruitment of a senior talent, not in-depth and comprehensive selection can not be hired.
3. Ask other clients for their opinions
To understand the professional level of executive search consultants and service capabilities is more difficult. An easy way is to ask the headhunter to provide a list of recent clients, and then go to visit these clients and ask their views on the headhunter, so that it is easy to know how their level.
4. Do not engage in commission, according to a fixed amount of money
Hunting industry is currently the prevailing fee is listed in the annual salary of 12% to 20% of the service fees, the biggest drawback of this mechanism is that it is easy to lead to hunters and hunted personnel "conspire" to the company to ask for a high salary. A sales manager currently earns about 100,000 yuan a year, was introduced to a headhunter to a Hong Kong-funded enterprises, the headhunter repeatedly reminded him that the annual salary offer to 300,000 yuan to increase the cost of services.
Five, personalized talent attraction
Talent is not from the sky, the need for enterprises to find ways to attract, some of the talent need to "dig", some of the talent need to "fishing", some of the talent needs Some talents need to "dig", some talents need to "fishing", some talents need to "hunt", some talents need to "buy", some talents need to "rent", some talents need to "borrow" and so on.
The strategy of attracting talents can be said to be benevolent and wise, different talents should take different strategies of attracting talents, personalized attracting talents has become a major trend of attracting talents at present.
Playing "nest" talent, is a typical method of personalized talent attraction. If you can according to today's air pressure, water flow, water temperature, water mixing and clear, etc. to adjust the "nest" material, the possibility of your success in catching fish will be very high, just as we want what kind of talent, need to have a clear understanding of the company's environment (SWOT), business, the current structure of the talent, hiring concepts and other situations and combinations. The same. This is in the "nest", make a big "nest", fishing a big "fish".
Some senior talent (will), may see your work environment changed the idea of coming to the company. To introduce useful talents will be able to play "nest", and, but also according to different talents to play different materials (carefully adjusted material) of the "nest". In this way, different talents will come according to different "nest". Looking for special talents, senior talents also have the "toughness" of the angler. After making a good nest, you have to wait carefully. Sometimes, the bait will be melted away by the water, it is necessary to hurry to change the bait; sometimes you have to use the sea rod, explosive hooks to work. In the job market is also the same, there are still many factors in your choice, until you find the right talent.
Six, the company's highlights to attract talent
Talent recruitment is a two-way street, the company in the screening of job seekers, job seekers are also selecting employers. Recruitment competition is not only a competition for talent, but also a business competition. Only the success of the company to create a "bright spot" in order to attract first-class talent. The main measures to see the following points.
1. The tried-and-true "reverse sales pitch"
Not all companies are able to offer their employees a great deal, and not all are lucky enough to be located in such popular places as Silicon Valley or Zhongguancun. In order to try to attract great talent, a good way to reverse the sales pitch is to start the hiring process with a clear idea of what the company is trying to sell to candidates, and then focus on those who are likely to be attracted to the company's features.
2. Grabbing the "eyeballs" of the advertisement
Companies and recruiters should recognize that the work of recruiting talent in itself is a marketing and promotional activities. From this point of view, the company's job ads on job boards or in other media, such as newspapers, should also be vivid and creative.
3. Boss to go out and get first-class talent
Microsoft's David Pritchard emphasized that top executives are not the only ones who can get first-class talent to work for them. Prudential emphasizes that if top executives aren't involved in the hiring process, others will think they don't care about talent. If top executives don't care about talent, who will? Steve Jobs, the owner of Apple Computer, said he spends about a quarter of his time recruiting talent because Apple needs creative people.
The advantages of the boss personally recruiting talent are:
(1) the boss personally, can cause a lot of attention in the job fair, of course, can attract more applicants, and is conducive to the selection of more excellent talent.
(2) General talent recruiters are always looking for people to fill certain vacancies, while the boss is always the first to search for talent, and then arrange suitable positions for them.
(3) Improve recruitment efficiency. Bosses visit the recruitment site in person and talk directly with job seekers face to face, so that they can conduct a comprehensive and systematic assessment from the psychological quality, foreign language proficiency, professional knowledge and other aspects. This not only avoids certain mistakes in the recruitment process in the past, but also simplifies the screening process, saves manpower, material resources, especially valuable time.
Seven, team recruitment to attract talent
In order to dig as far as possible to the "strong soldiers", recruiting companies can be said to be racking their brains. A special edition of the recruitment has published a refreshing recruitment information: "a biotechnology company due to the company's business development needs, the recruitment of two regional managers, 25 years of age or older, a college degree ...... with the team that belongs to the priority hiring."
In fact, not only the health care industry this team recruitment mode, in real estate, pharmaceuticals, home appliances and other industries, as early as a few years ago, the phenomenon of recruitment team. But the previous recruitment is often headhunters or recruiters and candidates team of both private communication, negotiation and reach a cooperation intention, such as this open recruitment way up to the "stage" of the situation is not common. The emergence of team recruitment has its own rationality, such as the advantages of team recruitment is more obvious, it reduces the team within the staff of the friction time, save the staff business training costs, can make the company as soon as possible to carry out business.
Team recruiting has its sunny side and its potential risks. Teams choose a new company because they are motivated by high performance, high income and curiosity, but the psychology of the people within their team is not stable at first, and they need to get used to the new corporate culture. If they feel that the company is not as good as they imagined or do not fulfill the company's performance and leave, they may take away the company's customer data, market information and other confidential, and then take a series of tit-for-tat initiatives, which will bring great losses to the recruiting company.
Eight, careful to prevent the risk of attracting talent
Recruitment is the first part of human resources management, and performance appraisal and listed as a worldwide management problems. Improperly attracted, the enterprise will have to spend more training costs and time for new employees; new employees have little potential, poor cultivation; the use of small value, the cost of manpower is higher than the output of manpower. Therefore, the recruitment risk can be called the biggest risk facing the enterprise.
1. The risk of return on recruitment costs
The risk of return on recruitment costs has two main aspects. On the one hand, the high cost of talent selection, and the higher the level of the vacancy, the greater the cost. If the selection of qualified personnel, the organization will be able to work from qualified personnel to obtain a large number of returns, and with the increase in the number of years of work of the talent, the return will be greater and greater; if the selection of personnel unqualified, not only the selection costs can not be recovered, but also with the years of time and the negative effects of the continuation of the process. On the other hand, employers ignore the cost of human resources, "the phenomenon of high consumption of talent" is prominent, "undergraduate and graduate students should also start from the wage earner" or "the company receptionist are all undergraduates ", ignoring the actual demand for jobs, resulting in a waste of talent resources that are already in short supply in society.
2. Recruitment channel selection risk
Generally attracted by the advertisement of the talent as well as to participate in job fairs may be the following kinds of talent: either immature talent; or too much emphasis on money talent; or self-esteem is too high, self-assessment is not allowed to talent. These talents are often not the enterprise can be entrusted with the talent, otherwise it may bring great risks to the enterprise, not only the loss of time, wages and benefits, but also leak trade secrets, increase competitors. In addition, some companies through the open recruitment of high salaries to introduce talent, has caused great losses to the enterprise. For example, because of salary problems lead to a large number of the original enterprise talent loss, due to the quality of talent is not enough to lead to business losses, due to the investigation of the talent is not enough to lead to the investigation of the enterprise to be cheated and so on.
3. Recruitment response speed risk
Recruitment speed is an important measure of human resources management work, the faster the response to the applicant to submit a resume, the more likely to recruit excellent talent. "After this village, there is no that store" This sentence aptly describes the situation of many job market. Companies should contact applicants within 24 to 48 hours of receiving a resume, otherwise they risk missing out on a talent. If a sales rep is constantly losing big deals to competitors simply because the proposal was submitted too late, what does he face? He'll be fired, and even his manager will be fired. The same is true for recruitment.
Enterprises in the recruitment of staff in all kinds of risk, will be in the future operation and management of the enterprise to bring endless crisis, and these risks are due to the enterprise's business management concept, enterprise talent resource managers of professional skills caused by. Therefore, to avoid these risks, first of all, the enterprise is to have a correct, advanced, scientific management concepts, and secondly, the enterprise must have excellent talent resource management system.
"A good tree nests in a tree", "will choose the Lord and auxiliary" and other quotes, refers to the talent to the choice of the talent; "planted the sycamore tree, attracted the golden phoenix", "widely posted recruitment list," "the talent management system", "the talent management system", "the talent management system", "the talent management system", "the talent management system", "the talent management system", "the talent management system", "the talent management system" and so on. "Widely posted recruitment list, all set up to worship will be" and other quotes, refers to the talent of the talent desire. As the first move in the cultivation of enterprise talent power, attracting talent is the basis of all talent work. In fact, the competition of enterprises is not only reflected in the operation, reflected in the product, advertising, service, but also reflected in the attraction of talent. Imagine, if the enterprise in the attraction of talent competition lost, is equal to the enterprise lost in the development of the starting line, from the success will be more and more distant.