Editor Zhang Xiaoli

This article was first published in the magazine Human Resources.

Choosing a service provider needs to do what you can.

With the division of labor becoming more and more detailed, the advantages of human resource service providers in the vertical field are becoming more and more prominent. Many times HR works overtime to search resumes, and the number of people invited for interviews is not as much as that provided by human resources service providers. Therefore, the cooperation between enterprises and human resources service providers is the general trend.

A colleague of HR once told me that their company has 26,000 people a year. What is the concept of 26 thousand people? What's it like to be HR in such a company? How many people in their company's human resources department need to specialize in recruitment? You have to search hundreds of thousands of resumes a year, right? You need at least dozens of suppliers. With such a heavy recruitment task, it is unrealistic for enterprises not to cooperate with human resources service providers.

Since enterprises rely so much on service providers, the question comes: the various human resources service providers in the market are dazzling, so how should enterprises choose? I think, mainly from the following three aspects to comprehensively measure:

Look at the demand

Enterprises must first know their own needs. If the human resources department can solve it alone, don't use a human resources service provider. After all, service is paid. If the recruitment increases sharply in a short period of time, the human resources department alone can't complete it. At this time, it is necessary to decisively choose human resources service providers.

Look at the budget

The budget determines your choice. If the budget is sufficient, don't think about it, just choose the two best service providers in this field. Why should we emphasize the choice between two? Two companies are used in a single project, and both parties know each other's existence, which means PK in the middle. Both companies must fight for speed and quality. If you only focus on one service provider, once the other party fails to deliver results and complete tasks, the work will be very passive. Especially for training, different training institutions have different teachers and different ways of solving problems for the same training needs. You can choose the right one from two different schemes, or you can combine the two schemes to put forward another round of demand and finally get the desired scheme.

If the company's budget is limited, you can choose a service provider who has done a good job in related service modules. I am optimistic about a human resources service provider and made a salary survey report, which meets our requirements in all aspects, but our budget is not enough. After discussion, we finally cut off several services that were not in strong demand for us. This not only meets the company's key needs, but also does not exceed the budget.

Choose a competent and reliable project manager.

Sometimes human resource service providers are not particularly prominent, but their project managers are very capable. We might as well cooperate with such human resources service providers. The premise is that you should appoint your favorite project manager to take charge of this project. If we only pay attention to the reputation of human resources service providers, and there is no project manager with strong business ability, the follow-up cooperation may be very difficult.

Dancing together needs to find a point of convergence.

It is not enough to choose a favorite human resources service provider within the scope of economic conditions. Human resources departments should also grasp the scale of cooperation with them. At least make it clear that Party A is not managing Party B, and Party B is not accepting Party A's management. The process of cooperation is actually a running-in process for both parties. When this kind of running-in and game reach a close degree, we can get the ideal result. So, what should Party A do in this process?

Party A who is not "accommodating"

"It's hard to talk" doesn't mean you have a big temper, an ugly face and bad words. The point is, in business, you can't follow suit, and the company will accept whatever the supplier says. It is difficult to achieve the ideal result in that way.

I have used two RPOs, but because of poor communication and untimely feedback, the project managers of both execution terminals have changed. The project manager of the supplier's executive end is often responsible for the projects of more than one enterprise, so when I first communicated with him, I often didn't get a response. You made a request, but he didn't give you the result you wanted, or even responded. Once or twice once in a while, not bad. After a long time, even if HR can hold its horses, the company's employment needs can't wait. At this time, HR can only feedback the situation to the supplier realistically and make a request: replace the person in charge of the execution end.

Communicate more deeply and carefully.

The more detailed the communication with human resources service providers in the early stage, the better the implementation effect in the later stage. When using RPO for recruitment, it is best to spend more time in the early stage and communicate with supplier executives in advance about all possible problems and difficulties such as company situation, industry background, job requirements, job content and job scenarios, so as to ensure that they can fully understand and understand job requirements. It is best to communicate face to face; If you can't, you can also hold a conference call through WeChat and other means to preach to the entire recruitment team, and ask questions and answers in unclear places. I believe that providing such exchanges will greatly improve the delivery rate.

The supplier team is constantly changing blood. Once the executive director leaves the company halfway, we will take the time to re-introduce the details of the company and the post to the entire executive team. Therefore, it is necessary for Party A to pay attention to the recent trend of the person in charge of the execution end.

Fully understand and keep running in.

Both sides can consider problems from each other's perspective, which lays the foundation for better cooperation. For example, when recruiting with RPO, we have a rigid requirement for a position: we must be able to accept frequent business trips and be away from home for three or four days a week. This is a prerequisite. People who can't accept business trips don't need recommendations, so as not to waste each other's time.

The problem is that the third party also has internal assessment, inviting several senior executives and interviewing several people on the spot, while Party A has specific requirements for hiring several people. In this case, the executives will try their best to recommend people who obviously do not meet the standards for an interview with Party A, so as to ensure that the on-site interview rate of recruitment is maintained at a certain level, but this is a waste of time for Party A. ..

Once you find similar problems, you should immediately communicate with the person in charge of the implementer and stick to your own principles. Meanwhile, Party A should readjust the interview details.

In addition, after the two sides decide to cooperate, they should quickly adjust to each other's working mode. RPO recruitment usually charges per head and requires quotation on the day of interview. This is completely different from the enterprise's own recruitment. You don't have time to do it round by round. This requires us to quickly jump out of the original model, arrange an interview when the candidate arrives, and start offering Offer the interview is passed. The pace should be so fast.

introduce a competitive mechanism

The help of third-party suppliers has greatly eased the pressure of rapid recruitment, but it has also created new anxiety-after cooperating with suppliers, it is obvious that enterprises are increasingly dependent on third parties.

This is not an alarmist. As an enterprise HR, we must have such a sense of crisis and take corresponding measures. It costs money to recruit everyone through a third party. According to the number of candidates recommended by the third party during peak hours, the third party can recommend more than 20 people to us for an interview every day. So we also set a standard when recruiting ourselves, inviting 20 people to the company for an interview every day. Through this PK with the third party, the recruitment can be carried out normally without the help of the third party.

Improve the recruitment form

The table refers to the list of people invited today provided by HR suppliers every day, which records in detail whether the candidates are present for the interview, whether they pass each round of interviews, whether they Offer, why they fail the interview or not Offer, and so on.

It is of great benefit to refine the table. A candidate came for an interview, but failed to join the job for some objective reasons. If there are other suitable positions in the future, you can invite them again.

Matters needing attention in cooperation

Know what you want

If an enterprise wants to know what its needs are, it is the basis and premise to ensure smooth cooperation with service providers. Taking recruitment as an example, as an employer, it is necessary to clarify the nature of work, work content and the ability and quality required for the position. If the job description is vague, it is difficult for the service provider to find the right person for you.

Keep an appropriate distance from the service provider

Both sides have their own positions and come too close, but some things they should say can't be said. For example, under normal circumstances, the company should follow the standard process, but the project leader of the supplier requires Party A to pay as soon as possible for the needs of evaluation. If the relationship between the two parties is just normal cooperation, then you can clearly tell each other to follow the operation process. Keeping a proper distance is very important for the cooperation between the two sides.

Respect each other's work and dedication.

A lot of Party A's work depends on Party B's support, and Party B's service quality directly affects Party A's work. Therefore, the relationship between Party A and human resources service providers is mutually successful.

Learn from human resources service providers

Learning from a third party is not a false proposition. I always wondered why the human resources department used all available channels, but no matter how hard it tried, it was difficult to get about 40 candidates a day, while the human resources service provider could. When chatting with suppliers, I found that they had pulled all the people who had contacted with the intention to apply into a WeChat group. This invitation failed, and there will be another company next time. In his words, you can talk at any time in the group anyway.

We learned this trick immediately, and then when we went to do the school recruitment, we added WeChat while leaving our resume, and then added it to the company's fan base. As the person in charge of the project said, those who don't have time for internship now can contact again after the year; Those who can't attend the interview in March can come back in April when they are free. As long as you are unemployed, keep in touch at any time, keep in touch, and maybe you will come.

Finally, some people may question: as far as recruitment is concerned, high-end positions rely on headhunting, and basic public positions rely on RPO. What else should the human resources department and HR do?

It's like we have a good notebook computer to improve work efficiency, but the computer can't replace people to work. There are many human resources service providers, and choosing from them is inseparable from the professional insight of the human resources department. In addition, providing solutions for the internal needs of the company is also an irreplaceable value of the human resources department. On the one hand, we will choose a service provider, on the other hand, we can cooperate smoothly with the human resources service provider to achieve each other's goals, which in itself realizes the value of the human resources department.