How does our company poach people from other companies? If your company wants to develop rapidly, it needs to go to other companies to dig people, but many HR don't know how to go to other companies to dig people. Next, I'll show you how my company poaches people from other companies.
How does our company recruit people from other companies 1
1, clear objectives
From which industry, which enterprise to dig, who to dig, we must make a list of target candidates.
2. Broaden channels
How can I get in touch with these people, directly by myself, or through headhunters or other channels? There are many ways, and the most important thing is the accumulation of network resources. As long as the hoe swings well, you can't dig without horns.
Step 3 meet the needs
Digging people should find each other's needs and meet them. Is the other person's demand money, power or development space? Enterprises can't dig people without corresponding resources. Of course, some founders can attract some people with dreams and eloquence, but this is a special case after all.
4, the heart is the best
First of all, let the candidates rest assured of your major. To understand career planning consultation, we should be able to understand the real needs of candidates and prescribe the right medicine. Let candidates feel that jumping to your company is the best choice.
Secondly, let the candidates rest assured of your character. Empathy is very important so that candidates can trust you. Even if there is no cooperation for the time being, you can keep in touch, and there will be opportunities in the future.
Digging people is risky. Tips:
1, see if the candidate has any non-competition restrictions.
2, pay attention to the way to dig people, basic professional ethics and industry competition ethics should be observed.
3. Try not to dig people from your old club.
How does our company poach people from other companies? As an HR, how do you dig people skillfully?
The first step is to collect and sort out information channels.
First of all, the first problem we face when digging people is the information channel, that is, through what channels can we find the talents we need. There is no doubt that the person we want to dig must be in the rival company and its affiliated companies. Therefore, the first step we have to do is to collect and accumulate information channels. I believe that HR professionals who are concerned about recruitment must have a certain understanding of the information of the other company, such as the structure of the other company, the functions of various departments, workflow, general job responsibilities, the heads of relevant departments, and the benefits of related positions.
Step 2: Collect basic information of potential personnel.
With the above information fully prepared, we should collect the basic information of the relevant personnel of the rival company. For example, if the other party is an advertising company, if I want to find the channel manager of the other party, I must have relevant information about this person, at least know who he is. What is your function in the company? How is the treatment? What is the ability? What's the relationship with leaders and other colleagues? Better get to know his family.
Of course, the information acquisition channels mentioned here must be formal. There may be the following channels to obtain information:
1. Searching for his resume in the background of the recruitment website is a simple and direct way;
2. Ask people in the circle, no matter what industry you are in.
Step 3: Contact the target person.
1, through the network, you can write an email directly to the other party, with a euphemistic tone and not too direct purpose. For example, when you write an email to the other party, you should communicate initially with an attitude of learning in the circle and establish contact first. Otherwise, point out the intention directly, and I believe that some friends who are sensitive to digging people will find it difficult to accept or directly refuse.
2. If the email communication is effective, when the other party tells us the effective online instant communication method, we can communicate with the other party online. Its advantage lies in the timeliness and effectiveness of information. Generally speaking, the words are like this: "Hello, XX, this is HR from a XX company. I wonder if you are still working? Is it convenient to give me an online communication method? MSN or QQ? " Only this sentence, the other party's answer is simple and to the point, others will not hear nothing, the most important thing is that this sentence will be good for about 3 to 5 seconds, giving the other party little time to think, so it is easy to get the other party's contact information.
Step four, consider what to talk to each other.
The core of digging people is to meet the needs of the dug people in order to succeed. To put it bluntly, it is to seduce the digger with what you want. For example: if you want a high salary, you give him a high salary; If you want to do great things, you give him a big platform; If you want to be an expert, you provide him with the research and development conditions he wants, and so on. Therefore, only by clarifying the needs of the digger can we find the appropriate chat content.
Step 5: The venue and time of the meeting shall be decided by the other party.
Try to choose the location in the company. This will help the other party understand the company, establish a good first impression and be full of mystery about the company.
For high-level talents with higher specifications, the meeting place can be set in places with good environment and strong privacy, such as teahouses and cafes. Such a private environment is beneficial for both parties to calm down and communicate, and secondly, it can prevent being recognized and told by others in the company, which will have a bad influence.
At the same time, such an interview will bring the company's leadership, so it is also a good time to shape the company's image and corporate culture.
Step 6: Keep in touch with the target person.
After the interview, you should keep in touch with the target person, talk about the other person's ideological changes, and reply to the leadership decision in time.