How to determine an efficient recruitment strategy for your business

And talent comes first through recruitment. Therefore, the competition of the enterprise to a large extent has a lot to do with its ability to recruit. In fact, many enterprises have the problem of "difficult to recruit", especially for small and medium-sized enterprises, because of its low visibility, can provide the pay and benefits of the lack of attraction, the phenomenon of "difficult to recruit" is even more serious. However, many companies often attribute the "recruitment difficulties" to external reasons (such as the lack of talent, candidates demanding too much, etc.), and they seldom realize that this "difficulty" may be due to their own recruitment strategy, recruitment methods are not appropriate and lead to. In my opinion, to solve the problem of "difficult to recruit", we should start from the technical, tactical and strategic levels. First, the technical level: the realization of scientific selection The technical level of the problem to be solved is: through scientific methods, from among the applicants, fast and accurate identification of knowledge, experience, ability, personality, motivation, etc. in line with the job requirements of the candidate, to achieve the matching of people and reduce the risk of employing people. Technical level solutions are mainly the following aspects: 1. Clear talent standards If there is no standard for selection, or the standard is not clear, not uniform, it will cause two problems: First, the recruitment efficiency can not be guaranteed, because you do not know how the person is suitable, what kind of person is not suitable, which will waste a lot of time and energy; Second, the quality of recruitment is difficult to be guaranteed, HR hard work, and the quality of ability to meet the requirements of the job. After recruiting in, the ability quality can not meet the job requirements, the employer department is not satisfied and so on. Therefore, building clear talent standards is a prerequisite for improving recruitment efficiency and quality. Effective talent standards should be able to accurately reflect the requirements of the position, while being able to help correctly screen out qualified candidates, in layman's terms, that is, only choose the right one, do not choose the expensive one. 2. Rigorous recruitment process The recruitment process should be tight and reasonable, neither too long nor too short. Too long is a waste of energy and cost, but also let the applicants feel too low efficiency, too short is too hasty, let the applicants feel that the management of the enterprise is not standardized. Because of the nature of the job and the different levels should be handled flexibly. Generally speaking, the higher the job level, the more humane the process. If it is a large-scale recruitment, you can also consider taking a round-by-round elimination. In addition, effective resume analysis and screening techniques, the use of recruitment management systems can help quickly exclude obviously unqualified candidates, greatly improving the efficiency of recruitment. 3. Scientific assessment tools Talent assessment tools are many kinds, there are online standardized psychological tests, there are offline evaluation center technology and interviews, background checks and so on. Assessment is like going to the hospital to do a physical examination, different tools to measure different indicators, each tool has its focus and limitations, if the tool is not properly selected, it will not be able to achieve scientific and accurate evaluation. Theoretically, the more tools you have, the more comprehensive, accurate and in-depth examination of the candidate's ability to quality, but must also consider a cost and energy issues, so it is critical to choose the right tool. In general, the higher the level, the more important the position, the more tools should be used, the more advanced, and vice versa. 4. Professional recruiters Assessment personnel include recruitment planners, organizers and implementers, proposers, interviewers and so on. Excellent recruiters, first of all, should be good at business, have rich experience in recruitment, and master the methods and processes of recruitment. Secondly, they should have good professionalism, treat every applicant seriously, overcome all kinds of prejudice in the recruitment process, patiently provide services and help for applicants, and set up a good corporate image for the company as well as a good gatekeeper for the recruitment work. Second, the tactical level: expanding the scope of talent selection If there is no candidate, and then good recruitment techniques will not work. Therefore, the tactical level of the solution is: through the adoption of effective strategies to find more candidates to expand the scope of selection. Tactical level solutions include the following aspects: 1. Appropriate recruitment timing Before recruitment, we should carefully analyze the trend of talent supply and choose the right time for recruitment. If the timing is not right, the difficulty of recruitment will increase. For example, the golden period of social recruitment is "gold three silver four", because after the Spring Festival is the peak of job-hopping, a wider source of candidates; the golden period of campus recruitment is "gold nine silver ten", because you can get a head start to capture more excellent talent. Of course, this also depends on the actual situation of the enterprise, the enterprise needs is not the best talent, to the most suitable talent, so for some small and medium-sized enterprises, choose to recruit after the peak period of campus recruitment may be more appropriate. 2. Appropriate recruitment channels There are many kinds of recruitment channels, recruitment of different employees, should choose different channels. For example, large-scale campus recruitment should go into the campus for field recruitment, a small amount of campus recruitment can go to a special recruitment website to release information, recruitment of executives and senior professionals can seek help from headhunters, general social recruitment can choose some large-scale well-known recruitment website, some industry-specific talents can be industry-specific professional website, recruitment of general workers or laborers can choose the traditional channels, such as newspapers or television. 3. Clever job ads Job ads have certain fixed content, such as what kind of people to recruit, what are the specific requirements and so on. Recruitment advertisement design, first of all, to focus on, the main and secondary, the recruitment positions, specific requirements with the most concise and clear language or charts to show, let a person at a glance; second is to be in the real premise, the company and the position of the appropriate packaging; third is in the form of creativity and content, to attract people's attention. Conditional enterprises, you can also hold a presentation, or special job fairs and so on. 4. Proactive recruitment attitude in the release of recruitment information, you can receive the applicant's resume. But if only "waiting for the rabbit" is sometimes not enough, but also "active". Because some job seekers are more experienced, not in a hurry to find a job, or some candidates are still in the job, there is no good opportunity will not easily change jobs. If you want to get the favor of these candidates, you may want to be more active, take the initiative to the job site to search for qualified people, and through various ways to contact them, so that you will not miss any talent. Third, the strategic level: to attract talented people Technical and tactical level can only alleviate to some extent, "difficult to recruit" problem, and to fundamentally solve this problem, we must establish a good image of respect for knowledge, respect for talent, to improve employee satisfaction and cultural identity, shaping a good employer brand in order to attract talented people to apply for the job! Join, so that the talent pool of enterprises in the pool of talent, become a reservoir of talent. Competitive salary The economic foundation determines the superstructure, the salary is the most basic and fundamental way of all incentives, if this is not done, the other do even better is also false. Because the salary to a certain extent represents a certain value of talent, if even the salary are not willing to send more money, what do you say you respect talent. Money can make the ghost mill, competitive salary is the primary factor to attract talent. First, the level of remuneration should have a certain degree of attraction, so that the quality of life of the staff to have a guarantee; Secondly, the salary structure should have a certain degree of flexibility, for different talents to take personalized pay measures for special circumstances. 2. Broad development prospects A thriving business, in which the personal development is of course "rising". Piggy is greedy for food and sleep, selfishness, good slander, why is it that even such a person also eventually achieved the right result, was Buddha sealed as "Pure altar messenger"? It is because he followed the right organization. On the other hand, if an enterprise has a bleak future, it is impossible to develop and grow, so how can an individual develop? Therefore, the enterprise should focus on business performance up, only good performance, in order to attract talent, because you have meat to eat, people are willing to come. 3. The platform to display their talents even if the enterprise is excellent, if the individual does not have a suitable position, the hero has no use, it is also very difficult to attract talent. Therefore, the enterprise should provide a platform for talents to display their talents, to provide a variety of support and help for the growth and development of talents, especially for employees to design a good career development channel, so that employees and enterprises *** with the growth. 4. Good corporate image When looking for work, many people are based on the reputation of the enterprise to apply for jobs, at this time the advantages and disadvantages of corporate image plays a decisive role. In other words, every company must maintain a good corporate image in order to obtain more applicants. To establish a good corporate image, both internal and external training, first of all, we must practice good internal skills, to provide excellent products and services for the community; secondly, we also need to introduce to the public through a variety of means of publicity, publicize their own, so that the public understand the familiar, deepen the impression. In short, for enterprises, in addition to the talent, all the horses are floating clouds. hold the talent, hold the future. Therefore, enterprises should be based on their own actual situation, from the strategic, tactical, technical three levels to effectively solve the problem of recruitment. Whether you believe it or not, I believe it anyway. Author: Zeng Shuangxi