? First, do research such as marketing.
You should do accumulation, make a talent map, and then attract the people you need from all directions to establish industry contacts. What talents do you need in your industry? Where are they? What are their pain points and needs? These are all the preliminary work you have to do. This is consistent with the market research of the marketing department. The wind comes and goes in the rain, and the out-of-touch people who chat over tea suddenly fall into the dust. Are you sure you want to be HR? People who do HR are generally girls, and they are very gentle, but they actually need women to recruit.
Second, attract like a salesman.
Your words and deeds in the interview, your artistic skills in speaking and your communication with the interviewer not only determine her personal impression of you, but also affect her judgment of the company. Is it gentle, polite, peaceful and kind like Chunfeng people, or is it aggressive? It seems that people are inferior when they come for an interview, as if they want to enjoy a good meal and ask some harsh questions, which makes them very embarrassed. Will directly affect the candidate's stay.
? Third, do an interview like a career planner.
? There is a survey in the news, and the post-90s generation generally resigned after working in a company for less than seven months. When they went to the recruitment website, many pages of job advertisements could not be searched. It seems that there are too many job opportunities, and I am sorry for these job advertisements if I don't quit. In fact, they are all impetuous psychology. What can a company learn without staying for more than a year and a half? Some people's resumes are updated all year round, and they are thinking about changing jobs all year round. How can they have the heart to do a good job? In fact, these people need us to design interview questions, be persuasive, wake them up in a word, give them a shot, then define their goals and embark on a well-off journey of actual struggle. If the result of this interview is just right for the position you are applying for, it will be easier to make career plans after you join the company, and even if it is not, you will become friends with the applicant.
Fourth, follow the contact like a psychological counselor.
From the competency model, it is nothing more than personality and ability that determine whether you can be hired, which correspond to family education and school education respectively. Most people who fail in the interview are not enough in these two aspects. When we know the shortcomings of candidates, we can help them improve through continuous tracking. From this perspective, the interviewer and the applicant may have established a lifelong fate because of this aspect. "Being born with one voice, being long and different, teaching and letting nature take its course." Perhaps the applicant has been confused for a long time, but he lacks a guide.
The recruitment of each position means an audition, and there are very few people who are really shortlisted, which needs our careful care. Those who lost the election also deserve our attention. As long as it can be changed, it is the most suitable candidate. When you need it, when you wave your arms, people will gather. At that time, you will find that there is no off-season, and you will really complete the establishment of the recruitment talent pool, really break through the recruitment bottleneck, and have the time and opportunity to do other valuable things.