Looking at her cousin's sad face, A said helplessly, "Who told you that recruitment was easy? Grasp the recruitment needs, choose recruitment channels, optimize recruitment processes, improve selection methods, and negotiate salaries skillfully. There are many things to do and many things to learn. " So complicated? ! ""Since you are a newcomer, I will tell you three tips, and you can become a regular employee smoothly. If used well, it is likely to become the focus. "'very good! Teach me these three tricks quickly. ""Dig deep into the recruitment demand, control the recruitment rhythm, and record and summarize. "
Communicate with the employing department to dig deep into the recruitment demand. Hrs at the top of the recruitment ladder have one thing in common-they have a good grasp of the recruitment needs. To put it bluntly, you can instantly judge what kind of person you want to recruit. Many times, in the recruitment needs of the employing department, the requirements for people are not clearly stated, and the qualifications are only a few rough words. For example, for the "assistant" that the younger cousin wants to recruit, the employing department puts forward three points on the job requirements-"more than three years of assistant work experience, male or female, 25-30 years old".
It seems simple, but is there really such a simple requirement? In order to get this demand, experienced HR should first understand the specific work to be done, what standards these work should meet, and the position values ability, potential and even implicit requirements. If the person in charge of the department says that the assistant mainly "helps me do some trivial things, collect forms, book air tickets, reimburse me, etc." HR recruiters can basically judge that this assistant is a small assistant, and the work is cumbersome, but the complexity is not high, which requires serious, careful and reliable.
So, "Do you have to work for three years? Can experience and age be relaxed? Dig deeper and get to know the person in charge, their management style and even their temperament. If you are strong and demanding of your subordinates, then you should have a high emotional intelligence and be able to work under pressure. If the person in charge of the department says that this position needs to "help me contact foreign affairs and participate in business negotiations", it is not something that ordinary assistants can do, so we should dig deep into "participation". Whether it is necessary to draft a negotiation plan; When docking foreign affairs, do you need to do a good job of megaphone or handle it independently; Which external relations are connected with and to which level; In addition, how high are the requirements for the height and appearance of the post?
This process is the process of "drawing" candidates. With the in-depth excavation, the "candidate portrait" will become more and more clear. The deeper you dig, the better your recruitment will be. If you can't figure it out at first, it is suggested that the new human resources department can go to the employment department for an interview. After the interview, talk to the interviewer and listen to him say (or quote him) what are the advantages and disadvantages of the applicant.
In this way, we can understand the relevant situation of enterprises, departments and positions, infer the core competitiveness (sometimes hidden) needed by positions, and thus accurately grasp the recruitment needs. Communication with the employing department is very important. Behind closed doors is the only way to fail. In addition, through communication, the employing department can see more about our intentions, urge them to put themselves in their shoes and eliminate misunderstandings. This is not the place to teach newcomers to "calculate boys" or "calculate girls". In short, it is always good to take care of yourself.