Before recruitment
It is necessary to investigate the background of the employing enterprise, understand the positions provided by the employing enterprise, understand what the employing concept of the enterprise is, the power and responsibility given to the positions, the development space, and the convenience of salary, etc. After in-depth understanding of the employing enterprises, it is found that there are defects in attracting talents, and headhunting recruitment companies also need to put forward reasonable suggestions for improvement.
recruit
1. The headhunter should sign a contract with the employer. Generally speaking, enterprises should have clear standards and clear annual salary for talents.
2. Headhunting recruitment companies began to search for suitable candidates. Generally speaking, headhunting recruitment companies have their own talent pool. If there is no such suitable candidate in their talent pool, headhunting consultants need to contact and find such talents extensively in this industry.
3. communicate with candidates. After finding a suitable candidate, the headhunting recruitment company should communicate with the candidate, ask whether the other party has the intention to change jobs, and show the advantages of new opportunities. Of course, if the other party is not interested, the headhunting recruitment company will not insist.
4. If the communication with the candidate is smooth and you are willing to go to the company for an interview, you will send the candidate's resume to the company HR. Generally, 3-5 copies of the candidate's resume will be sent to the company HR for reference. After receiving the feedback, you will contact the candidate in time to arrange on-site interviews and other specific matters.
After recruitment
1. After the candidate's interview, the headhunter will take the initiative to contact HR of the employing company to communicate the interview situation by telephone, and feedback the company's evaluation to the candidate in time;
2. If both parties are satisfied with the job requirements, the headhunting company will make an employment notice to inform the applicant, and put on record the offer of the enterprise to prepare for the expense accounting;
3. Within 1 month or 10 days of the candidate's employment, the enterprise will settle the headhunting fee in one lump sum;
4. Generally, the job security period of some middle and senior management positions in headhunting companies is operational, that is, 1 month to 3 months, and the responsible headhunting consultant will keep the previous return visit and continuous follow-up work.
5. The fees of headhunting companies and headhunting consultants are not described in detail here.
How does HR generally do recruitment?
Our usual work:
1. Before the 5th of each month, summarize the recruitment demand of the current month/quarter and confirm it.
2. Conduct recruitment:
Post positions/receive resumes/confirm resumes/arrange interviews and communication.
3. Determine the competition time, publish the quotation and arrange the competition.
4. If the applicant's recruitment effect is not good, he will take the initiative to search and recommend resumes.
5. Make various recruitment analysis reports at the end of the month.
Enlightenment from headhunting
First, the recruitment demand link
Is the recruitment demand of the business department really suitable for the business development requirements of the enterprise at this stage? Think actively and discuss boldly, because this will have an important impact on the final result of recruitment and will also have a certain impact on the company's word-of-mouth publicity. There can't be a phenomenon that an offer has been made to the applicant and the job recruitment is no longer done because of the company's business adjustment. What do candidates think? How to deal with the subsequent results? These are all troublesome things.
The real reason for this phenomenon is that HR doesn't know the business, the business focus and development trend of the company in the next three months or a year, and only implements the recruitment work mechanically, instead of actively promoting and correcting the recruitment work in real time and being responsible for the final recruitment result.
Therefore, before starting to recruit, our HR staff should first understand the company's key business development direction and real employment needs in the next year or at least three months, pay more attention to observing and thinking about the actual work output and evaluation of work results of employees, and do a good job in data analysis. Because the employing department always says to the human resources department: Sorry, our department needs to add people, and we hope that people will be on duty within 1-2 months.
Second, in the recruitment process.
Screening resumes-making phone calls-sending interview notification emails-arranging interviews is our daily routine work and our basic skills.
Enhanced version 1
HR can refer to the headhunters' continuous tracking of candidates and the characteristics of enterprise recruitment results, pay attention to the feelings of candidates and the feedback from business departments, and constantly adjust the recruitment direction, so as to maintain the enthusiasm of work and the endurance of tracking results in recruitment. Recruitment is a manual job, and it is also the only job in HR module that does not divide rest days. Sometimes, candidates are on the job and can't go to the company for an interview until after work at night. How to break it? Can only wait, but just wait? No, Bian Xiao has prepared some refreshments and a cup of warm water (universal warm water) and other applicants from a marketing department to let them feel HR's care and enthusiasm in the process of filling out the form. In fact, the interview has been successful by 50%.
Enhanced version 2
The candidate hesitated, but the company interview passed. How come?
In fact, after the interview, Bian Xiao suggested that if you think the communication with the candidates is good, please establish wireless contact with the candidates as soon as possible (mutual contact information, WeChat, etc.). ) Keep communication channels open and expand your personal relationship. Of course, if you care about the HR leaked by your own micro-signal, you may wish to build a work micro-signal and a work mobile phone number separately, as long as it is convenient to find the applicant and feedback the interview results to the applicant in time. Because the job market of 20 17 is already a house-buying market rather than a seller's market, it is possible that the offer company has informed the candidates to join the company one day later. . . . . .
I have been following up an applicant 1 week, constantly communicating with him, confirming and answering various questions he thought of.
Enhanced version 3
The recruitment channel is single, the company doesn't want to pay wages, and the headhunting resources are not used. How to break it?
Many companies, especially startups, have strict human budget control. At present, in this big economic environment, there is basically no headhunting budget, which undoubtedly increases the difficulty of recruitment. At the same time, it is also a real exercise for the depth and breadth of a human resource network.
Effective use of free channels. If you are an Internet company and your job is mainly Internet jobs, you may wish to use a hook. Com platform to post free jobs. At the same time, we can't ignore the recruitment of Zhilian and the maintenance and utilization of worry-free websites, because of the number of free positions on the hook. Com only offers five positions.
WeChat group and WeChat friends, HR people searched their address books, and reached 1000 people? Has it reached 2000 people? Has it reached 5000 people?
Bian Xiao doesn't advise you to add friends blindly here, but you can use the above words to add friends and positive HR peers or elites in the industry to the candidates you chat with.
The purpose of this is to make good use of the powerful power of WeChat circle of friends. Many headhunters often post all kinds of recruitment information in the WeChat circle of friends. It is suggested that you can post your company's recruitment needs in the circle of friends.
Third, after recruitment
I searched him for thousands of Baidu, and finally I waited for you. Will everything be all right after the quotation? HR has experienced the sour feeling of being dumped. A more elegant candidate will send you an official email telling you: Sorry, I went to another company with better benefits. It's time for more candidates to join out of thin air. HR made a phone call and learned that the other party had joined other companies. How to break it?
In fact, it has always been emphasized to be friends with candidates and tell them frankly and directly during the interview: What can your company give to candidates? What authority can he get in the company? Who does he report to? What is his future career development path and promotion direction?
In fact, the right to report directly to the CEO in the company is what every employee with ideals and ambitions wants. Big companies can't give it or get it. Small companies, especially startups, are just one of the effective means to attract excellent employees. HR can learn from it.
Only by telling the applicant the real situation of the company frankly can the applicant increase his goodwill and trust in the company, thus strengthening his sense of belonging and avoiding some phenomena of leaving without saying goodbye. Of course, people will choose to go somewhere else after receiving their favorite offer, but at least they will let you know.
Recruitment work-fast but not broken
Do a good job of recruitment quickly and efficiently, get accurate information, communicate with applicants and business departments in the first time, and complete the recruitment work efficiently in the shortest time.
The ending of the story is like this
There is no shortcut to recruitment. Only by constantly expanding one's contacts, constantly following up with candidates, keenly reserving talents in advance according to the company's business development priorities, and at the same time doing a good job in word-of-mouth publicity of one's personal brand and employer's brand, can we get twice the result with half the effort and meet the employment needs of enterprises.