Talent Recruitment Strategies and Techniques

Talent Recruitment Strategies and Techniques

People are the fundamentals of a thriving market, gathering popularity is also the core of the cultural construction of each market. Recruitment has entered a new era, the following is my compilation of the strategy and skills of talent recruitment, welcome to refer to!

1, sound recruitment process system

China is a very strong humane society, so in the recruitment process of the human relations of the enterprise, the general HR will be faced with the dilemma of choice. If not recruited if offended referrals, if recruited and worried about their ability to meet the needs of the enterprise. In this case, a sound recruitment process and talent system, can not be recruited, can not be retained, not by someone who said, but by the process said. This can fundamentally eliminate this phenomenon and reduce the difficulty of HR's work.

2, clarify the rights and responsibilities, to avoid risk

In the recruitment process, often found that the hr department and the employing department's views are inconsistent with the situation, so at this point, the recruitment process of the front end of the process system set up is very important, the selection of human rights and employing human rights must be carried out to separate the responsibility of the best way to do this is to, at the time of recruitment, human resources and the employing department's opinion is inconsistent with the case. The best way is that, in the recruitment, human resources and hiring department supervisor joint interviews, when the two sides have different opinions, who has the right to decide who will make the decision, the one who makes the decision to take responsibility. To do the responsibility, rights and benefits of the unity, which avoids the failure of the recruiter, the responsibility of all the blame on the risk of HR.

3, the development of job competency model for rational recruitment

Human resources experts emphasize that, according to local conditions, according to the business situation of the management positions to establish competency model for the appointment of the enterprise selection of talent has an extremely important significance. The establishment of the competency model is the primary basis for the development of the enterprise's strategy, the different positions in the comprehensive quality of matching and the height of the implementation of corporate strategy must be set in the ability to qualify for the assessment of the access mechanism, so that we can effectively meet the needs of the enterprise on the ladder of different talents.

4, the development of enterprises need all-round HR

The current HR has not only deal with transactional content of the HR, and not only focus on one side of the enterprise, qualified HR must be in the enterprise's `industry situation and the challenge of opportunity to have a full understanding of the entire production and distribution of the enterprise's products have an objective understanding of the flow, involving the recruitment of all positions in the enterprise. Knowledge of the entire production and distribution process of the enterprise's products have an objective understanding of the relevant professional knowledge and skills related to the recruitment of all positions in the enterprise. All need HR personnel to go category by category, item by item for in-depth understanding, only to business proficiency of the all-round HR can be for the enterprise to recruit the most suitable talent.

5, do a good job talent reserves and exit analysis, to avoid a recruitment vacuum

In the interview process, especially in the face of many excellent candidates, HR is often very difficult to make choices, direct rejection of the enterprise and the candidates have a certain loss. At this time, if you can be the most friendly way to show the candidate's favor, and said that there will be an opportunity to take the initiative to contact, follow-up cooperation will be. It will allow candidates to minimize the negative emotions arising from the selection process, improve the impression of the enterprise in its mind score, and for the follow-up recruitment to do in advance of the talent pool.