What Is Talent Acquisition?

Recruitment is a Chinese vocabulary, and pinyin is zho mù. It refers to the recruitment, specifically refers to a series of activities carried out by the organization in order to attract a sufficient number of employees with the appropriate capabilities and attitudes to help achieve the goal. Solicit interested people, participate in and cooperate with the activities, tasks, and tasks established jointly.

[zho mù]

recruit

zho mù

Solicitation

1. Han

Recruitment channels

In the actual recruitment process of the company, the Human Resources Department will generally consider using multiple channels to recruit new employees of the company. These different recruitment channels have their own characteristics and advantages and disadvantages. In practice, they can be used in accordance with the company's job characteristics Corresponding channels.
1. Thousands of students graduate from colleges and universities every year. Initially, foreign companies generally pay more attention to recruiting outstanding graduates on campus, but with the development of the situation and the improvement of corporate management concepts, domestic enterprises also More and more attention is paid to this important channel of campus recruitment. Judging from the individual difference hypothesis, the candidates on campus recruitment are generally young people, with higher education, less work experience and strong plasticity. Such employees can quickly become familiar with the business and the situation after entering the job. Therefore, this recruitment channel is generally suitable for recruiting professional positions or special technical positions. If the recruitment company focuses on the update of employee knowledge structure and long-term development of human resources, Campus recruitment is the first choice. Of course, because of the lack of work experience, the company's job training in the company will cost more in the future, and many students are not clear about their positioning because they have just entered the society, and the job mobility may also be greater.
2. With the economic development and social progress, the employment agency is becoming more and more common and becoming more active. To meet this demand, many cities have established talent exchange centers or employment agencies. These institutions play a dual role, both for companies and organizations, and for job applicants. The personnel recommended by professional organizations are generally screened, so the recruitment success rate is relatively high, and the employment effect is also good. Some standardized exchange centers can also provide follow-up services, so that recruiting companies feel at ease. Strong pertinence and low cost are the advantages of this channel.
The headhunting company channel is a special kind of professional intermediary agency. Most of the recruitment through this channel is the company's middle and senior positions. The personnel recruited through headhunting companies are characterized by rich work experience, specialties in management or professional skills, and relatively rare talents in the industry and corresponding positions. There is also a certain demand for this channel in company recruitment, because mid-to-high-level positions in companies generally have current staff. Before a better replacement is found, the decision to adjust is still at the corporate leadership level, and it is not appropriate to use the media to promote it. Conducting public recruitment affects the enthusiasm of the current staff; on the other hand, more candidates who are qualified for these positions have a well-established salary and status, which is quite guaranteed, and will not easily "hop", even if there is an intention to change units , Also prefers black-box operation, and is unwilling to let leaders and colleagues know that before they go, they are unlikely to post application materials and participate in job fairs, so headhunting companies can compare between company and personal needs. Good balance.
3 On-site recruitment fair On-site recruitment is a commonly used channel for company recruitment. At the job fair, employers and applicants can directly communicate and communicate with each other, saving time for companies and candidates, and can provide a lot of recruitment leaders. Valuable information. With the increasingly perfect talent exchange market, the fairs are showing a trend toward professional development. For example, there are mid-level and senior talent fairs, freshmen's two-way selection fairs, and information technology talent exchange fairs. Due to the concentration of applicants and the wide range of talent distribution in the fair, the company has a lot of choices. By participating in the fair, recruiters can not only understand the quality and direction of local human resources, but also the human resources of other companies in the industry. Demand situation. However, most of the candidates through this channel are more suitable for the company's middle-level and lower-level positions, and senior talents are generally less likely to participate in such job fairs, so the number and quality of recruitment may be limited.
4 Internal recommendation Internal recommendation is also one of the channels for companies to recruit new employees, and it is also very common in real life. This is a relatively effective channel, which is mainly reflected in the low turnover rate, high job satisfaction and good job performance of new employees after entering the company. Most of these candidates are relatives or friends who are familiar with the company's employees, so they have a clear and accurate understanding of the company's internal information and job requirements. On the other hand, the company's employees are familiar with the referee , They will consider whether they have the corresponding conditions according to the requirements of the post; coupled with entering the company, they may also integrate into the company's internal relationship network more quickly, get more help and guidance, so there may be work in a short time Better performance. However, there should be some negative effects when using this channel: some internal employees may simply seek a job opportunity for friends and relatives without considering whether the referee is qualified, or even some employees or middle and senior leaders in order to cultivate individuals In the power of the company, arrange your own close friends in important positions in the company and form several small groups, which will affect the normal organizational structure and operation of the company.
5. Media advertisements are published in newspapers, magazines, or televisions and broadcast recruitment information to a wide audience. Generally, they will receive more application materials and can also promote the image of the company. There are a wide range of people applying through this channel, but senior talents rarely use this job search method, so it is more applicable when recruiting employees at the basic and technical positions in the company. At the same time, a disadvantage of this channel is that the authenticity of the corresponding candidate information is difficult to distinguish, and human resources departments need to spend a lot of manpower and material resources in this regard.
6. Online Recruitment There are currently two main types of online recruitment: online recruitment by talent exchange companies or intermediaries, and direct online recruitment by companies. The online recruitment channel shows three major characteristics in practical applications: First, the cost is relatively low. According to professionals, the cost of a job fair can be used for online recruitment for two months; the second is that the network itself is a barrier to pass through the network. Candidates generally have a certain level of computer use, network, and even English; Third, online job advertisements are not limited by time and space, the audience is effective, and recruitment information can be released overseas. It is also worth mentioning that this channel has a very good effect on recruiting IT industry talents, which is also closely related to the characteristics of IT personnel often using the network.
7. The way of "coming in"-The way of "coming in"-the applicant directly came to the job search. This channel is still rare in practice. However, with the development of the market, this channel will gradually become one of the company's recruitment. As "incoming" candidates generally have a deeper understanding of the company and system preparation for corresponding positions, such personnel will There will also be better performance in the work.

8. Human Resources Business Outsourcing

The so-called human resources core business outsourcing refers to the situation where the existing human resources management staff can not meet the high-end needs of the enterprise to improve the human resource management level, and the enterprise seeks solutions through the guidance and assistance of professional institutions. A way to manage.

The advantage of core human resources business outsourcing is that the essence of this model is the social sharing of scarce resources. Through sharing, high-end talents in human resource management can serve multiple enterprises at the same time, thereby solving the problems of lack of advanced human resource management technology, lack of new ideas and systematic management ideas within the enterprise to a certain extent. At the same time, because the professional consultants of the third party can follow the principles of objective, independent, impartial, and confidentiality in the work process, it also better solves the problem that the third party cannot work as an "internal" of the enterprise The problem, even from a certain point of view, has produced an effect that is better than "inside people". For example, third-party professional consulting agencies can guarantee the right to speak with the managers of enterprises, possess comprehensive information and materials of the enterprise, including "voices that the boss cannot hear," and have a cross-industry management vision. All these advantages are the basic guarantee for professional consulting organizations to effectively serve the enterprise. Therefore, more and more companies outsource core human resource management content including the construction of salary performance system, corporate culture construction, and competency model development to professional consulting companies to seek high-end services of human resources.

In terms of cost, although companies need to pay higher costs to human resource outsourcing projects in the short term, overall, the level of cost payment of the company is not as huge as it is intuitively shown. In other words, whether human resource outsourcing is conducive to reducing the cost of the enterprise and improving management efficiency should be judged from the perspective of comprehensive cost efficiency. The basic idea of the judgment is: the cost of the consulting project paid by the enterprise: whether it is equal to (or greater than or less than) the cost of personnel introduction for the enterprise to achieve the consulting effect, including: the level of human resource management required by the enterprise to meet the needs of the enterprise Personnel training cost and time cost; opportunity cost in the process of introduction and training; human resources manager's human resource technology update and maintenance and management vision expansion cost.

Recruitment process

The procedure for recruiting personnel can be roughly divided into the following three steps: first, a staffing plan should be formulated, then implemented, and finally the entire recruitment activity should be controlled and evaluated.
(1) Formulation of recruitment plan The following tasks shall be completed when formulating the recruitment plan of personnel:
1. Identify human resource needs 2. 2. Estimate time, cost, and personnel. Internal and external information analysis 4 Select and train recruiters 5. Determine the scope and channels of recruitment (2) Implementation of the recruitment plan The implementation of the recruitment plan includes the following steps:
1. Release recruitment news 2. Acceptance of applicants Preliminary screening 4. Preliminary interview (3) Evaluation and control If problems are found during the recruitment process, the implementation plan should be modified at any time.