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核心人才招聘无间道

上一篇 / 下一篇  2011-02-25 14:40:09

  昨天晚上!和同行业做HR的交流,大家谈到招聘的事情,全都感慨,现在招聘咋就这么难呢。企业出的工资也不低,却也无法引来金凤凰,原因何在,每个企业也许可以找出若干条理由来,但我想我们找出的这些理由也无法掩饰我们招聘不出成绩的事实,那到底我们要如何开展招聘工作,如何找到我们要的人呢,我觉得,我们应该从以下以点发:   

  1、定位要清楚:整明白自己企业的所需人才的核心要求,这样才能有的放失,正如我们交谈中的一位企业主谈到她选人的一个案例,一个去他公司应聘HR总监的人员,曾在世界500强,中国500强从事人力资源,专业能力没得说,但却几次离职皆因公司搬迁到离家稍远的地方,这个企业主在思考,她的企业正处在一个高速发展的阶段,可能对员工的事业心要求要强,要有足够的准备接受新的挑战,但这位HR总监却太喜欢安逸的生活,不太适合企业的高速发展,我觉得,企业主有这样准确定位和对自身需求了解如此清楚,的确实不多,那我们做人力资源的,是否更应考虑企业发展与人才发展想匹配的问题呢?  

  2、选对目标源:例如:当我们要想招聘同行业资深人员时,挖竞争对手的人员就是最好最快的办法,我们做人力资源的,一定要贴近自己公司的业务,不要觉得公司业务只是销售部门的事,其实跟我们人力资源有很大关系,我们的竞争对手在做什么,有什么样的动静,都是我们人力资源应该研究的事情,以提供决策信息,再则要熟悉竞争对手的人员配备,做到知已知彼,正所谓,有备无患,需用人的时候首当其充,就是找竞争对手要人,像游击队那样,“没有枪,没有炮,敌人给我们造”;  

  3、用正确的方法:也许很多人认为,招聘,多么简单的一件事,发布招聘广告,找人来面试,办个入职续,一切搞掂,人力资源走到今天,这也许也是我们做人力资源一个常太工作,但现在企业面临的问题是很多专业和高管人才的招聘,这个常太工作可能要成“变态”工作了,为什么这么说,一般的高管,在人才市场或招聘网站上很难找到他们的影踪,因为他们不需要这样的途径,所以我们的常态工作是失效的。我们要如何做,想尽一切办法,接近目标人物,有的HR把无间道也用在的招聘工作中,派卧底到竞争对手或目标人物的公司,接近目标人物,建立关系,再游说目标人物,最后就是水道渠成,引才成功,用最少的付出,最稳妥的方法,让目标人物接受你的邀请,此乃兵不血刃也;  

  4、做好准备工作:可能前期的引才工作您都做了,可能快到临门一脚的时候,目标人物却不接招,这就有可能是我们的准备工作做得不够好,让目标人物有所顾虑,我们在这个时候切忌不要急于求成,一定要弄清楚对方需要什么,是什么让他有顾虑,尽量能解决他的需求,当然,是合理切我们能承担的或者觉得有价值的,让目标人物全身心的过来,一心一意、毫无顾虑来到公司,这样我们的招聘工作才算完成了,当然,后期到公司以后的跟进在这里就不在用过多的口水。       

   最后,盗版篡改一场景,HR的真实写照:十年生死两茫茫,人难招,心欲亡。 招聘会场,简历太免强。 纵使招上又怎样,今培训,明换岗。领导每天新想法,天天改,日日忙。 相顾无言,惟有泪千行。每晚灯火阑珊处,人资部,又加班,工作狂,没成绩,光白忙....


TAG: 人才招聘

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