Innovation Strategy Of Talent Recruitment

New round

As a large or medium-sized enterprise's human resources or recruitment manager, in the recruitment of senior management personnel and all kinds of

The number of job candidates required by the company is always insufficient, and the overall quality is not high enough, which is far from the requirement. The market does not have enough candidates to choose from, and the employment demand of the company is very urgent. Under such circumstances, the company can only select a general in the short term and reduce the standard recruitment; because of the urgent need for recruitment, recruiters are more anxious and confused, and spend a lot of money and time to increase the publicity of recruitment.

In the face of some of the above phenomena, I believe that the head of human resources or the person in charge of the enterprise will surely laugh and cry.

So how do we get out of this predicament?

First of all, we need to explain the large and medium-sized enterprises mentioned in this article, which refers to a large scale enterprise with a certain reputation in the local (at least prefecture level cities above) and in the first group, the top 3-5 enterprises.

Most of these enterprises have developed rapidly, have strong motivation, good performance, and relatively standardized management. However, with the continuous expansion of the scale of enterprises and the continuous expansion of business, the demand for middle and senior management personnel and all kinds of technical personnel is increasingly strong. And whether these talents are acquired or not directly determines the success or failure of the next step of the strategy.

As a responsible person of these enterprises, there will be some feeling. In the early days of reform and opening up and in the 90s of last century, the company could get high-quality talents without leaving home. It was often one in a hundred. When time went to twenty-first Century, the human resources became unusually tense.

In fact, this phenomenon can be understood. In the initial stage of reform and opening up, the supply of human resources is far greater than the needs of enterprises.

With the further deepening of reform and opening up, on the one hand, the number of enterprises is increasing exponentially every year, and the demand for personnel has increased rapidly. On the other hand, the growth rate of human resources is far behind that of the renewable resources, which has created the contradiction between supply and demand of talents, especially the middle and senior management personnel and all kinds of skilled personnel we mentioned.

So where do we need to go? Do we disappear overnight?

Seek

It is understood that many enterprises below these jobs for recruitment difficulties:

Design aspect: Design Director, manager, chief designer; production side: Production Director, manager, senior production manager; quality control: Quality Director, manager, asset quality; technical aspect: technical director, manager, senior edition teacher, senior sample worker; fabric aspect: fabric director, manager, senior fabric manager; sales: Sales Director, sales manager, export business manager, planning manager, display manager, investment manager, regional supervisor and so on.

These positions often require a higher level of comprehensive quality of the candidates, mainly in terms of education, experience, and personal capabilities. Moreover, the job candidates often have low turnover rate, and they are generally stable in some enterprises through the success of the human resources market and web search. Some of them are not too satisfied with the status quo, but are unwilling to take the initiative to reduce their status and find opportunities again.

For such a person, I think it is an ideal target group.

Of course, there is a premise that we can not malicious mutual angle, resulting in vicious competition in the industry.

Therefore, our target population must have the following characteristics: it is in line with the company's employment standards, and is currently holding similar positions in related industries in the industry. It is dissatisfied with the company's working environment, treatment, development space and so on. It is willing to consider new opportunities, but it will not lower its status and take the initiative to look for it.

Recruitment marketing

How can we successfully acquire it? I think this needs to introduce a concept of "recruitment marketing", that is, to use marketing concepts and methods to acquire our target talents.

Usually, our understanding of marketing is to sell our products to our customers and provide the corresponding services to meet the needs of customers, so as to get customers' purchase and use, and ultimately achieve a win-win result.

We will start with the following key words.

Products: the position, salary, working environment and development opportunities offered by the company; service: recruitment personnel introduction, explanation, career planning consultation; customers: candidates who meet the company's job requirements; customer needs: psychological expectations of salary, working environment, position and self-development.

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Implementation of recruitment strategy based on "marketing"

Analysis of talent recruitment demand and talent supply situation

According to the analysis of the position of the enterprise needs, we get the qualification and core requirements of the post, comb the company's salary, working environment and development opportunities for this position, and find out the attractive aspects of this job: personal growth, development platform, etc.

According to the above factors, the market supply situation, such areas, positions and competition conditions of such talents are concentrated. In general, outstanding talents will be concentrated in three types of enterprises: leading enterprises in the clothing industry. They have completed the cross regional development and the national layout; the high growth enterprises are expanding rapidly; the enterprises with small scale and just started, but with strong development power and large space.

The first company is strategic, human resources management is more standardized, and the income is also considerable. But the stability of the company's development and the relatively fixed personnel structure lead to the bottleneck of career development in the middle management and other personnel.

The second companies belong to the growth type. Human resource management is gradually standardized and the income is moderate. But the adjustment of the company's development and the unfair competition cause many people to think that they do not have the talent and want to change the environment.

The third companies are tactical, and human resource management is still in the stage of change. In the short term, they provide great training space and income. They often have rich experience in actual combat.

Find and analyze recruitment marketing opportunities

Market segmentation of targets, selection of enterprises according to the requirements of each post, and determination of criteria for selecting talents: that is, the enterprises looking for must accord with the company's development goals, development stages and resources as much as possible. The main idea is to find qualified people but not the best ones.

A, the company's attractiveness, such as the company's development scale, corporate culture, brand awareness, strategic planning, etc.

B, personal development platform and opportunities, such as job opportunities, career opportunities and career advancement.

C, remuneration, such as salary level in the same industry, incentive work return, competitive welfare system.

D, the company's management environment, such as the overall quality of leadership, teamwork atmosphere, efficiency and so on.

Develop and implement marketing strategies and plans.

On the basis of understanding the needs of the target market and talents, we can start developing marketing strategies and plans.

Make necessary modifications to the product.

According to the needs of talents, in-depth analysis and excavation of the relevant information provided by the company, find out the highlights and selling points of the position, so as to properly pack and modify job information.

Choosing effective recruitment channels

In addition to continuing to use the traditional recruitment channels, we should consider the following aspects: search for talents through the professional talent pool; select targeted headhunting companies with a certain type of talent resources; recommend excellent talents through the suppliers; ask the company's internal key staff to recommend the list of competitors; ask new employees about the outstanding talents of the previous work units; set up the internal talent pool of the company, audit the high qualification list which has not been hired before; participate in the gathering of the elite of the industry, and timely catch "outstanding talents"; take part in the high level talent special recruitment meeting, reserve information and so on.

Targeting marketing campaigns

Through the above channels, if we can find excellent talents, we must immediately take marketing activities to convey information to companies and jobs.

It can be arranged step by step, preferably arranged to meet, choose comfortable environment for negotiation, make detailed career planning for candidates, provide quality consulting services, invite candidates to visit the company, and make full use of marketing methods until persuading candidates to work for the company.

Matters needing attention in recruiting marketing activities

In recruiting marketing activities, we should pay attention to the following matters: setting up a recruitment team, including personnel managers, recruiters, departmental managers, and old staff members, etc., and systematically train the recruited personnel in advance so that they can master the professional interview skills and improve the accuracy of the candidates. The recruitment team must have a clear division of labor, and do well in cost control and efficiency control. The recruitment mode and process should break through the traditional way to make it more flexible and efficient.

At present, the new round of talent competition has begun and is becoming more and more intense. As the leader of human resources, the author has deeply felt the pressure of competition. Who can get and make good use of high-quality human resources, who will grasp the opportunities given by the development of the times.