How to effectively recruit technicians

Most of the talents needed by the company are technical talents, but the circle of such talents is in Shenzhen, and the talent reserve in Guangzhou is very small, and a large part of them come from two companies that made digital set-top boxes in the early days. There are two kinds of technical talents, one is purely technical and very professional, and the other is both technical and management. To recruit high-end technical talents, we must understand his career planning, which determines to what extent his potential can be exerted. If this person does not have enough platforms, there is no value maximization. The technical talents who deal with the director of human resources are very narrow. First, talents with technical background of digital set-top boxes; Second, various software engineers who develop and drive middleware; Third, talents with TV background. Therefore, before each interview, HR supervisors should read resumes, collect information, talk to them as much as possible, and let them open their hearts. When communicating with technical talents, it is always necessary to use the same language to form a * * * sound. In recent weekends, the human resources director has been very busy, interviewing different engineers to let them know about the company. When recruiting, you must find the voice of * * * and impress them. Technicians are generally not very talkative, so after the first meeting, leave time for them to actively search for company information and make an appointment after a week or two, so that communication will be smoother. Sometimes, * * * is also concerned and understood. An engineer who did a test wanted to resign from another company, but unfortunately, his mother lost her memory and he had to go back to the countryside of Henan to take care of her. The engineer can't find a related job when he goes back to his hometown, and plans to do some small business in his hometown. In those days, we called every week to follow his movements. He also regards us as friends and recommends other engineers to us. There is also an engineer with ten years' working experience who works silently every day. At work, his attendance record has always been good. When he gets off work, he is often the last one to leave and never talks about overtime. We cherish such talents very much. Once he organized a physical examination and found out that kidney calculi was there, and he was going to go back to his hometown for surgery, because his previous company in Shenzhen ignored this. Later, when we learned about it, we told him that the company could reimburse half of the expenses and help him contact the hospital in Guangzhou to find a doctor for minimally invasive surgery. The boss also visited him and sent solatium away, which moved the engineer very much. Talking about wages should be targeted. Engineers are people with strong logical ability. When talking about salary with high-end engineers, it is best to tell him how to pay bonuses and how to calculate performance appraisal. They not only pay attention to salary, but some engineers even ask whether the company has given him options. Human resource managers need to know a lot about technology companies, and sometimes collect their salary and welfare systems, so as to convince candidates in a targeted manner. Generally speaking, Shenzhen IT companies have no provident fund, and social security is the lowest, but we have social security provident fund here, as well as various transportation subsidies and birthday gifts. A young man who has worked for three or four years came to apply. After the interview, the technical director said that he was very good and capable, but his salary exceeded half of the industry standard, which was unacceptable to the company. The human resources supervisor thought there was something fishy in it, so he tried his best to communicate with him and let him speak his mind. It turns out that the company before the young man was task-oriented, making a single order and firing people after the project was completed. Because he has no sense of stability, he is confident that he has a good skill and deliberately raises the price far above the market price. From a friend's point of view, I gave him some career advice and promised that his salary during the probation period would be calculated according to the company's regulations, and then we would talk about his salary after the probation period. The young man promised to come down after inspecting the industry salary. Salary involves not only recruiting people, but also retaining people in the company. After working for half a year, a freshman came to reflect the problem and said that his classmates were getting a raise, but he didn't. It is not appropriate for the company to consider a salary increase. A year later, he came to ask for a raise, and this time he got a satisfactory result, because the company originally wanted to give the employees who had worked for one year a raise. The presidential secretary must have a calm personality. The president of the company should find a secretary. I came to the university and read the resumes of several classes of students majoring in Chinese as a foreign language. After the interview, the director of human resources recommended a person to the president. The student's grades are not the best, and he has no student union experience, but he is clear about his career, self-motivated, dreamy, mature and peaceful. As the president's secretary, the potential is not a halo, but to be peaceful and get along well with the boss. The key to graduate interview: when interviewing fresh graduates, pay attention to dress, which makes people feel that you should not be a student. Since you are here for an interview, it means that you are ready to enter the workplace, and you should be a professional.