1, the talent pool is divided into three categories:

(1) Company staff reserve. Some employees in our company can adapt to several positions. When this position is vacant, you can consider internal training and job transfer.

(2) reserve for interview candidates. Some interviewers who were not hired because their positions were full at that time can communicate with them, enter him into the talent pool, and then contact him when there is a more suitable position for him. You'd better keep in touch with him before hiring him. On the one hand, we can understand his situation, on the other hand, we can increase his goodwill towards the company.

(3) restore reserves. You can search the resumes of some positions frequently recruited by some companies and contact them when necessary. However, the interview rate is not high in this way.

2. Key points of talent pool establishment:

(1) It is very important to establish and improve the employee files of the company. At ordinary times, we should pay attention to the sound work of employee files, not only to collect the basic information and trends of employees, but also to understand their career planning and development intentions.

(2) During the interview, tap the potential of the candidate and establish a good impression of the applicant on the enterprise. Maybe the position he applied for at that time was not suitable for him. If you are not hired, call him and tell him the reason, and enter the information into the enterprise talent pool, expressing the hope that you will have the opportunity to work with him in the future.

(3) In the off-season of recruitment, collect resumes of positions frequently recruited by our company through multiple channels, and reserve more, so as to contact actively when you really want to recruit.

Talent pool is a systematic work, and at the same time, most enterprises have their own systems. Of course, rich enterprises will choose to use some erp software.

In fact, personally, to establish a talent pool, we must first understand several major aspects of work:

1. How high do you need? What kind of development and scale should the company develop into? This is a planning goal.

2. The talent pool includes a series of work, and several templates need to be determined, such as: channels, data classification, high school and low end, people with matching degree suitable for special positions, screening function, storage of resume pool, etc.

3. The storage of outstanding talents, plasticity and other high-end talents to be trained is also a systematic work, and a series of detailed and detailed storage methods should be made for the resumes or evaluations of such talents. Personally, for the establishment of talent pool, most companies mainly aim at the convenience of resume screening and the good conversion between channels and resume pools, providing channels for more and more resume pools, such as official website resume delivery portal, employee recommendation portal, official forum and other similar channels.

Perfection of resume database. Each department should strictly configure the entrance of each resume inventory template according to different authorities and select suitable talents.

For the work of this system, there may be many problems:

If the repository is established by a software system:

Advantages: the system is fast, the classification is clear, and the process is easy to operate.

Disadvantages: high operating cost, poor authenticity of original data, and special personnel are responsible for data maintenance. Advantages: strong flexibility and strong human factors in resume selection.

Disadvantages: low efficiency, careless classification and inaccurate data.

All the above are the main dividing lines for the talent pool to maintain and select resumes, but if you are talking about channels, then give some suggestions:

1. Continue the collection in the portal window.

2. Employee special recommendation window and reward system

3. Increase the recruitment of personnel and recruitment efforts, refine the recruitment system, and invest in the cost of incentive system.

4. Cooperation mode with talent organization alliance or direct talent organization agreement.

etc

In view of this, the questions you asked did not clearly describe some of your company's environmental background, the progress you made in creating a resume database, and what problems you encountered? This can't be answered specifically.

Or according to the individual company, combined with the company's consideration to create; In fact, the real talent pool and meticulous work are more complicated, not only simple resume collection, but also more suitable for departmental personnel reserve and internal and external recruitment resume database.

Classification, systematic evaluation system, what kind of people can make reserves, what kind of people are good enough for the application of various departments and so on. , and determine their various states and other detailed work. So it is difficult to break through the key point of establishing a talent pool with direction and detailed data classification. We should communicate more and hope that more capable people can make better suggestions. Of course, it would be better if you could directly come up with a set of solutions and system files, wow, haha ~

Scheme of establishing enterprise talent pool

For the development of enterprises, talents are the first. In order to adapt to the pace of healthy, orderly and rapid development of enterprises, talent strategy must be mentioned as the primary task of enterprises in the past century.

Generally speaking, the talent pool structure of an enterprise should be divided into three levels (high-level talent pool, middle-level talent pool and grass-roots talent pool), that is, talent echelon. Some enterprises also need to establish professional and technical talent pool and reserve talent pool.

If our company wants to establish a qualified talent echelon, there will always be suitable candidates when talents are needed. We must make clear the types of talents that enterprises need at present and in the future, and introduce, train and reserve talents from society and enterprises reasonably.

And regularly assess and manage the employees who have been hired by the enterprise, adjust and arrange the positions of talents, promote powerful employees, ensure that they work in the positions that are most suitable for them, and give full play to their greatest potential.

Specific implementation measures:

First of all, we should establish a good human resource management department, which is responsible for the recruitment, screening, placement, training, reward, appeasement and retention of talents, and is responsible for confidentiality.

Secondly, it is necessary to establish and improve the mechanism of talent recruitment, training, assessment, reward and punishment and promotion in enterprises, and do a good job in talent reserve and on-the-job personnel management.

In addition, the establishment of corporate culture management mechanism, enriching the cultural life of employees and enhancing corporate cohesion are also important links to consolidate the stability of corporate talent reserve.

At the same time, the enterprise management department should supervise the implementation of the talent management mechanism to ensure the standardization of talent management.

The talent pool should be dynamic. Doing the following well can help the talent echelon of the enterprise to continuously supplement and upgrade the potential and capable employees and meet the continuous development of the talent demand of the enterprise.

1. Establish and improve the talent recruitment mechanism. The human resources department should make an annual recruitment plan according to the current and future needs of the enterprise, and collect talent information through the Internet, job fairs, newspaper recruitment advertisements, and internal staff recommendations. According to the needs of different periods of employment, the reserve talents are interviewed, screened and appointed.

For outstanding talents who have no job demand for the time being, they should be stored in the reserve talent pool for future use, so as to prevent talent gap (when a position in an enterprise is vacant due to business changes, predecessor promotion, retirement or resignation, two or three suitable candidates are guaranteed to take over the position). Although such talents can't work in the enterprise for the time being, the person in charge of the human resources department needs to contact at least once every two months to communicate with them about the development of the enterprise and get the latest contact information of the other party.

Create a magnetic field for enterprise talents, publicize the image of attracting talents and attracting talents, so as to attract outstanding talents.

2. Establish and improve the employee training mechanism, that is, the talent training mechanism, to help employees grow into talents in the enterprise. According to the present situation and future development trend of the enterprise, the training materials suitable for the enterprise are formulated.

According to the different characteristics of each employee, a targeted group training plan is formulated, and employees who may be promoted in the enterprise are arranged to participate in the training, so as to fully tap their potential and help them adapt to the needs of higher positions.