As an HR, how do you dig people skillfully? In the workplace, capable people are always concerned by the boss, and at the same time, outside companies are also very concerned, and may want to hire them with high salaries. Let me see how skillfully you dig people as an HR.
As an HR, how to dig people 1 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.
As an HR, how do you dig people skillfully? 2 1, ask directly.
Scope of application: ask the front desk to directly transfer to a department; Ask the front desk for the name of the person in charge of a business; Ask subordinates for the boss's name; Ask other department personnel about the target department personnel; Ask someone else for the target's mobile phone.
2. Li is stiff
Scope of application: You can use it when you have to identify yourself.
Step 3 choose the right time
Scope of application: If the front desk is unwilling to transfer you, you can use this method. Or when there is no telephone number of the department head, this method is also good, because the leader gets off work late, and the later he gets off work, the higher his position is usually.
4. Start with other departments.
Scope of application: it is suitable for some tightly sealed companies, or some departments (such as R&D department) are the core departments of the company, and it is generally impossible to transfer, because the front desk is trained, and unknown calls are not allowed to be transferred. Non-core departments may not be the deepest, so you can take a detour.
Extended data:
operating duty
1, responsible for analyzing customer information in target industries and studying customer needs;
2. Be responsible for market expansion, establish entrusted recruitment agreements with customers, and maintain good customer relations;
3. Collect and analyze the detailed information of customers' recruitment needs, and implement effective recruitment actions;
4. Confirm the required ability and qualification of the position from the customer's recruitment demand, analyze the market, and establish the direction and goal of the search;
5. Instruct assistants to use effective tools to search and screen candidates in a planned way;
6. Accurately convey the recruitment needs of customers, interview and evaluate candidates, and determine suitable candidates through effective matching work;
7. Conduct salary coordination and negotiation for candidates;
8. Follow-up service for all successfully completed projects. The main purpose of the post-follow-up service is to make the recommended candidates better integrate into the enterprise. On the other hand, I also hope that through this exchange with insiders, I can better understand the enterprise, so that the follow-up recommendation for other positions can be more in place.