How should domestic companies recruit talents?

1. Write a recruitment notice

First of all, we used some Internet search engine tools to find the conditions for relevant positions in other companies, comprehensively compared the key points, and combined ourselves and colleagues I came up with some ideas and wrote the following recruitment conditions:

The first recruitment condition was generated after browsing the recruitment conditions for related positions on many websites. This article is available on these websites. The content is: college degree or above, more than two years in construction, electrical, automation or related majors.

To be honest, not all the existing employees in my department meet the above conditions, but they all do a good job. The difference is that these people all came to the company by accident and then worked in the company. confirmed himself. However, if the academic qualifications are placed in technical secondary school or high school when recruiting new employees, at least in the eyes of many people, the operability and safety guarantee factor are not enough. After all, selecting employees has to go through several rounds of elimination, rather than being eliminated in the end. Let me, the person in charge of recruitment, suffer the consequences of incompetence. It is better to raise the recruitment threshold appropriately now. Now think about it, this may be the reason for the high consumption of talents in many companies.

The second recruitment condition came about during discussions with colleagues. Its content is simple: ages 28-45. There are considerations in choosing this age group. First, if he is too old, he may have strong abilities, but his knowledge may be relatively outdated, such as a lack of computer knowledge. But now, whether making plans or drawings, they are inseparable from computer operation; secondly, it is inconvenient to manage. In IT companies, most of the employees and leaders are young people. Older employees may have rich experience, but instead of recruiting someone with a strong sense of achievement, it is better to recruit someone with strong plasticity. Of course, I may have selfish reasons for thinking this way, but through communication with other colleagues, I was surprised to find that everyone's opinions are actually quite consistent.

The third recruitment condition is: more than 2 years of relevant work experience. For general technical positions, job seekers with 2-5 years of work experience are sufficient. Moreover, 2-5 years of work experience combined with other recruitment conditions is highly cost-effective. Because for this kind of position, as long as the job seeker has certain relevant work experience, is able to endure hardships, and is willing to study hard, he will be able to enter the working state well. Of course, the more experienced the job seeker is, the better the company will develop. However, the problem is that the individual's salary expectations will be higher, which will increase the company's human resource costs. On the other hand, if it recruits an employee who has very low salary requirements but no relevant work experience, the company will need to retrain him, which means it will still have to invest more in employment costs, and it will also have to bear the burden that the person is not qualified for the job. Bit of risk.

The fourth recruitment condition is: those with ××× certificates will be given priority. This article is basically formulated with reference to the recruitment conditions of other companies. A company or a department always hopes that its employees have compound skills. The more skills an employee has, the lower the unit's human resource cost will be. From a company perspective, why not do it! For example, in addition to processing documents, front desk employees can also handle simple printer and copier failures, and even solve simple network failures. Why not have such talents?

Other conditions include hard-working and able to adapt to frequent business trips; being optimistic, cheerful and proactive; having strong interpersonal skills and other soft qualifications.

After completing the above items, a recruitment notice is basically generated.

2. Screen suitable resumes

As soon as the recruitment notice was released, application letters flew in like snowflakes every day. Some of them were suitable, some were inappropriate, and there were even some resumes that were far different from the recruitment requirements. I was overwhelmed, and at the same time I really felt the pressure of oversupply in the talent market. In order to find the right employees, I screen every resume carefully and responsibly.

I rejected job applicants whose qualifications were very different. It’s not that I don’t give them a chance, but I don’t want to waste each other’s precious resources. Many people think that submitting resumes through the Internet does not cost money, but they just ignore the cost of energy and time. Just imagine: If you are notified rashly for an interview, you You may need to take leave, take a car, and spend some time preparing for the interview. With such a cost investment, the chance of success is almost zero.

I rejected a job applicant who was almost the same as me: the job applicant’s resume detailed various systems, and these systems are also what we want to work on, but it is very regrettable that he The work experience is not what I need. The applicant's resume is for system integration, but he is mainly responsible for the hotel's weak current maintenance. We may do the hotel's weak current project, but there is a big difference between project maintenance and project implementation. I also had a phone call with the job applicant and confirmed that this person had indeed been engaged in maintaining weak current systems for more than two years, so I had no choice but to give up. Because with the development of society, the trend of professional segmentation is very obvious. Sometimes, although they are in the same industry, the actual work content and working environment are very different, so specific work experience is very important.

I rejected a job applicant who met our recruitment conditions very well: the work experience on the job applicant's resume matched our conditions, but this person had MCSE, CCNP and other heavyweight certificates, and this certificate There is almost no connection point with his professional experience, so we dare not use it. Because such a person has invested a lot of capital to charge, of course he hopes to get a relatively high return. If he wants to retain him, the company must provide him with generous benefits. Moreover, our department rarely has business related to these certificates. Therefore, it is difficult for the company and the job seeker to find a balance point, and giving up is the best option.

I rejected another job applicant who met the recruitment requirements: This person was very suitable for both hardware and software, but a line in his resume surprised me: The current annual salary is 20,000-30,000 yuan, More than two years of work experience, but salary expectation is 6,000-7,999 yuan/month. Although I still had a phone call with the job applicant, and he agreed with the salary range provided by the company, I had a big question mark about the job applicant’s motivations for applying for a job, and I didn’t understand why he set such a disparity in salary. , what strength does he have to obtain this salary? If it is a mistake, then this mistake is unforgivable; if it is a true idea, even if the person and the company finally reach an agreement, will he use the company's salary as a springboard?

I rejected a job applicant with good conditions but who was still out of town: Frankly speaking, the job applicant had good conditions, but unfortunately he still worked far away from the city. I personally think that it is better to recruit a job seeker who is still out of town than to recruit a job seeker who lives locally. There is no discrimination in this process, just because the company has to pay double the risk to recruit such a person. First of all, after the employee arrives, he needs to solve the problem of food and housing, and it is difficult to devote himself to work in a short period of time; in addition, Can he get used to the life here? For example, can job seekers from Shandong get used to eating rice? Once you are unable to get to work in time, are not accustomed to living customs, and eventually resign, it will inevitably affect the company's internal operations. Every recruitment by the company is targeted and requires human resource costs, so it is natural to avoid risky things.

3. Organize a preliminary interview

Perhaps with the help of a large number of interview skills books, during the interview process, the dress and behavior of the job seekers are relatively standardized, which is a good thing, but Books on interview skills also bring about two obvious disadvantages. First, they induce job seekers to pay too much attention to the external environment and ignore the opportunity to show their own qualities and strengths; second, they indirectly block the recruitment of recruiters. Eyes, in a short period of contact, a skilled job seeker can completely hide his bad side. It is difficult to fully understand the comprehensive qualities of the job seeker in one interview. Therefore, in order to recruit a suitable employee, many employers will Try every possible way to test.