Talents should meet the following standards:
1, good character
2, on the basis of extensive knowledge, have expertise in a certain field or a few fields.
3. High efficiency, method orientation, insight, diligence and creative thinking.
4. Higher EQ and common recruitment process.
I. Hiring employees
1, starting from the demand
Not all high-quality talents are what you need. Every enterprise must first understand its own needs. We have also made similar mistakes, recruiting employees at will, storing and accumulating employees as value-added resources, and even attending various talent meetings for a while and recruiting through various channels. But then I met a problem, that is, I lost the standard. Because there is no exact demand plan and the recruitment target is not clear, it is undoubtedly a very blind and dangerous thing to test only by quality. We once selected at least 10 people with high quality at a job fair, but because the company did not provide these people with exact projects, these people had nothing to do in the end, and what is even more frightening is that this phenomenon continued to the old employees. This makes them feel very uneasy and objectively plays a negative role. Finally, after the decision was proved to be wrong, the price was that all the recruited personnel left within two months. So it is emphasized here that not every high-level and high-quality talent is suitable for your company, and you don't have to find such people to replace or threaten your existing employees. See clearly your needs and find the one that suits you. Don't make similar mistakes, or you will worry about things like "chicken ribs".
2. Go there to recruit
At present, there are many channels for recruiting employees, and we usually adopt several:
1) newspapers and TV. Newspapers and TV are traditional media, which are not only widely received, but also the main source of information for job seekers, so the arrival rate is very high. However, the disadvantage of this form is its wide coverage. You must face a large number of job seekers and be patient enough to check posts, fill out forms, interview or even be exhausted, risk throwing a large roll of application materials into the shredder thousands of miles away, or choose to be a crazy Bole. Of course, if your purpose is to find popular candidates and you need a considerable number, newspapers and TV are definitely good choices.
2) supply and demand meet. Now every place has a professional talent market, and supply and demand meet regularly. The advantage of this form is that it is highly targeted, and the demand side and the supply side can meet directly and set the first screening and inspection barrier to improve efficiency. But the obvious disadvantage of this form is that you have to face many people who are eager to find a job, and these people are often mixed, and there are usually more fish than dragons! You need a pair of discerning eyes (preferably the kind in Monkey King) to see your future employees at a glance in the crowd. There is also a risk that you have to watch more than a dozen resumes send materials by themselves, which often produces a "Matthew effect", that is, the more the less. Good units can get more choices, and poor units will inevitably be left out in front of the door, or people they like will be beaten to death, so there is no way to complain. Two-way choice is really exciting.
3) Online recruitment. For professional and technical personnel, online recruitment is undoubtedly a wise choice for two reasons. First, people who have access to the Internet generally have relatively high personal qualities and skills to adapt to the trend of today's society (of course, it cannot be generalized). Second, it shows the strength and broad vision of the recruiting unit. Companies that can take online recruitment have often surpassed traditional enterprises in concept, which is very suitable for the tastes of modern people, especially young people. Generally speaking, the hit rate is very high. In the initial contact, email and telephone communication can be used. See you if you agree. There is no need to say goodbye. After the interview is inappropriate, there is no need to bother to find some euphemisms that don't hurt the other person's self-esteem but can clearly express negation. This is really easy. BeaconMan, a famous recruitment agency, believes that online recruitment is the future development trend.
4) Introduction by friends. This is the oldest headhunting method, but it is also the most effective shortcut. There is no emotional temptation, and there is no need for hard running-in. Your goal is there. What you have done is simple negotiation. Your understanding of skills and personality makes you as simple as one word: treatment. But avoid "a rising tide lifts all boats". While digging people, their employees often face the possibility of being dug. Under the bidding of 5000 and 6000, the cost often soars, and the old employees are more and more dissatisfied. Therefore, digging people is a double-edged sword, and how to use it skillfully is a problem that experts must face.
In the organization of human resources, a reasonable combination is also very important. Due to the strong mobility of personnel at present, it is very necessary to make some stepped combinations in order to ensure a stable workforce. For professionals, excellent professionals are generally strong in personality, which is very difficult to manage and has many uncertainties. Therefore, in addition to their stable work, they should also work hard on other staffing. If you cooperate with some people with poor professional level to achieve the role of training and learning, you can also recruit some fresh graduates. Although there is no strong professional ability and practical experience, the quality is high, there is room for improvement, and the price is particularly good. Training by the company itself is very cost-effective. The combination of the above personnel can basically keep the whole team at a high level, with strong learning ability and stable development.
3. How to interview
Then what? It's usually an interview.
Interview is a very difficult thing. How to kill a person without escaping the net is a difficult balancing skill to master. Some people are good at bragging and expressing themselves, but not necessarily happy ever after. Some people talk too slowly to stop, and it is not necessarily frustrated. The key here is to see the essence through the phenomenon. Generally speaking, people who attend interviews are often very nervous because they involve their own fate or future. So you might as well calm down your emotions first, ask some questions that job seekers have prepared or talk about some topics, such as your name, graduation school, major, etc. Until their mood stabilizes, they can't get into substantive issues. At this time, the questions should be unexpected to the job seekers, and the rhythm and content of the questions should be specified according to the needs. The best way is to find loopholes in the words of job seekers and force job seekers to fail with rigorous logic. In the process of investigation, the following aspects are very important: comprehensiveness (knowledge), alertness (reaction), obedience, logical thinking ability (reasoning and judgment), learning ability and personality.
4. Final decision
After the interview, we are faced with a decision-making problem. Based on the comprehensive information, I basically have a preliminary understanding of the people who participated in the interview, and now I need to screen according to my specific needs. While grading participants, we should also pay attention to the matching degree between positions and job seekers, so that neither big horse-drawn carts nor small horse-drawn carts can be used. In addition, the personality factor in the interview is very important, which mainly refers to whether the job seeker has the due professionalism, frankness and willingness to face up to his own shortcomings and mistakes, which plays a very key role in the future development. Of course, this is the next call. No matter whether you accept the other party or not, you should give the other party a clear answer and emphasize your gratitude to the other party for actively participating in and supporting the company's recruitment activities, which is very helpful to establish a good social image of the company.
General process of HR recruiting fresh graduates
The whole recruitment process can be divided into three stages. The first stage is the preparation stage. The second stage is the recruitment implementation stage; The third stage is to receive and track graduates. [2]
The first stage: the preparation stage, the work to be done is to determine the recruitment positions and the number of people; Set up a recruitment team; Contact the recruitment school; Prepare relevant information.
1. Determine positions and number of recruits: This is the premise of recruiting fresh graduates, that is, which positions to recruit and how many people to recruit. Only by clarifying these two points can we determine which schools and majors to recruit.
2. Establish a recruitment team: it is best for the recruitment team to be headed by the manager of the human resources department or even the vice president in charge of human resources. Don't think that it is relatively easy to recruit fresh graduates, but it is not. As I mentioned earlier, if a recruiter who has just graduated for two or three years is in charge of the interview, the students will think that the enterprise does not attach importance to recruitment, and even think that the enterprise does not attach importance to talents and gives the enterprise a negative score. The main responsibilities of the recruitment team are to prepare pre-recruitment materials, formulate recruitment plans and policies, implement recruitment, interviews and so on.
3. Contact the recruitment school: the recruitment team selects the corresponding institutions according to the recruitment plan approved by the company, the graduates received by each school over the years, the students of each school this year and the performance of graduates in previous years in the enterprise. Before the recruitment work is implemented, the recruitment team will send the recruitment plan to the graduate distribution office of each college and keep in touch with the school.
4. Prepare relevant materials: including formulating recruitment policies (including the overall implementation of recruitment, recruitment discipline, recruitment funds, etc.). ), clarify the division of labor within the group, prepare interview related forms, and prepare corporate publicity materials.
The second stage: recruitment implementation stage, the work to be done is to release recruitment information; Collecting and screening application materials; Testing and interviewing; Hire.
1. Publish recruitment information: There are generally three ways to publish recruitment information for recruiters to choose from:
Post recruitment information on the company's website (including subsidiaries' websites) and campus online, introducing the needs, employment standards, recruitment procedures, human resources policies and application methods of this year's graduates.
Put up posters on campus to promote the enterprise.
Hold a recruitment promotion meeting on campus to strengthen graduates' perceptual knowledge of the company, establish a good company image and attract potential candidates (students). The materials used in the recruitment promotion meeting are formulated by the company in advance, and the speakers at the promotion meeting must be trained in advance.
2. Collecting and screening application materials: The preliminary examination and screening of application materials is an important link in the recruitment work, which can quickly exclude obviously unqualified candidates from the job seeker information database and improve the recruitment efficiency. At the same time, you can also record and archive all the job application materials, which will provide material for the later analysis of the human resources department. The information provided by fresh graduates themselves may contain false elements, and recruiters need to verify its authenticity through various channels, such as checking the scores and rewards of their departments.
3. Testing and interview:
The test should be accurate, effective, simple and cheap. The following test methods are recommended, which can be selected according to the specific situation:
Professional knowledge test. The recruitment team should prepare the examination papers of all majors before leaving.
Analytical ability test. Prepare some cases in advance and ask for answers in a few minutes.
There is no leading group discussion. This is a group interview for candidates. For many candidates, this method is the most suitable. Choose 5-7 people as a group at a time, and each group lasts for 20-30 minutes. By letting the candidates discuss the given questions equally and collectively, we can examine the comprehensive quality of each candidate, which mainly includes: oral expression ability, interpersonal skills, flexibility, adaptability, emotional control, self-confidence, cooperation spirit, personality characteristics and so on.
Interview: Some positions may be judged by tests, but most positions still need to be judged by interviews. Before the interview, it is necessary to prepare the interview investigation elements, interview topics, scoring standards and specific operation steps of each position, and conduct unified training for interviewers to improve the fairness of evaluation, so as to make the interview results more objective and reliable and make the evaluation results of different candidates comparable. As the fresh graduates have no work experience, the focus of the interview is to examine their basic qualities, that is, to examine their potential. For example, the first female classmate who greeted me was very flexible, but the last two male and female classmates were not so flexible. They didn't realize that they had entered the interview stage from the first contact with the recruiter.
4. Employment: Those who pass the interview can be identified as candidates for employment, and an agreement will be signed according to the relevant regulations on the recruitment of fresh graduates. However, it is not all right to sign the agreement, and it is necessary to do post-tracking, because excellent fresh graduates are likely to be taken away by other enterprises, so they should be discouraged from finding another enterprise through post-tracking.
The third stage: the stage of receiving and tracking fresh graduates.
Admission of fresh graduates: the human resources department needs to inform graduates of the company location and bus route on the website or by other means; If possible, send someone to the station exit to set up a reception point. When you arrive at the enterprise, you should be warmly received and arrange accommodation. After all, they are not familiar with society. At the same time, arrange induction training as soon as possible, let them know about the enterprise and its operation, and let them integrate into society more quickly.
Follow-up stage: the human resources department should regularly understand the mentality of fresh graduates, listen to their voices and give timely help and guidance. Freshmen should not be regarded as social recruiters. They need more time to get familiar with the enterprise and their own work, and need more understanding and guidance. A question that enterprises should always think about is "how to make fresh graduates complete the transformation from school to enterprise in a short time?" Because the shorter the transition time, the lower the training cost paid by enterprises, and the faster the fresh graduates will create value for enterprises.