Many HR often encounter the two major problems of "not being able to recruit the right people and not being able to retain excellent people" in their daily work, and gradually, these two problems have become one of the most headaches in the HR work of enterprises. So, what should HR do in recruitment and daily work to be able to recruit the right people and retain excellent people?In this regard, Huaheng Zhixin put forward the following points for the reference of enterprise HR:
1. How to recruit the right talents?
First, differentiated recruitment. The nature of different positions is also different, according to the degree of relevance between various departments and positions and the direct benefit creation of enterprises, they can usually be divided into first-line departments, second-line departments, and third-line departments, so the requirements for personnel should also be different. Therefore, in the recruitment process, these three types of personnel should be recruited differently. The front-line department is the core department of the enterprise to obtain the competitiveness of the market and the industry, so in the recruitment of personnel, not only the candidates need to have good ability and interest, but also have a good and happy personality and mentality, in order to ensure the long-term development of the enterprise;The second-line department is the department that supports the operation of the enterprise, and usually has lower personnel requirements than the first-line department, so the recruitment of personnel is mainly based on whether it meets the qualifications of the post and has a strong interest in the workThe third-line department is a service department that provides management guarantee for various departments, so the main focus is on the qualifications of candidates when recruiting;
Second, clarify the job requirements. Combined with the analysis of Huaheng Zhixin's many years of management consulting experience, an important reason why many HR cannot recruit suitable employees is that the core needs of the target position are not clear. Therefore, how to clarify the job requirements has become a difficult problem for enterprise HR. In the pre-recruitment preparation stage, HR can first sort out the daily work of the target position, such as exceptional workload, routine workload, work characteristics, main work content, etc., and select the most important 3-5 work contentsSecondly, the competencies and qualities that must be possessed to complete these tasks are determined according to the most important tasks that have been identifiedThirdly, the "outline" of the target talent (i.e., the scope and characteristics of the target talent is clarified) is drawn based on the necessary abilities and qualities obtained, supplemented by other minor requirementsFinally, according to the "outline" drawn, combined with the appropriate channel to "hit the point", recruit the most suitable talent for the position;
Third, diversity considerations. In terms of core positions, enterprises can not only assess their knowledge structure and experience when recruiting personnel, but also comprehensively and scientifically measure their professional interests and hobbies on this basis. Here, interest traits, personality preferences, and professional attitudes can usually be measured by the Holland Occupational Interest Scale, etc. Personality traits and personality mentality can be evaluated and measured by the Edwards Personality Preference Scale, the Strailau Temperament Questionnaire, the Williams Creativity Tendency Scale, and the Minnesota Multiphasic Personality Test.
Second, how to retain outstanding talents?
First, salary retention. Compensation is an important means to attract, retain and motivate enterprise talents, and is an important influencing factor for the success of business operations. Competitive pay levels attract the best talent and make them value their work, which is important for fast-growing businesses. Enterprises should formulate different salary plans for different talents, and carry out salary incentives in a "right medicine", such as a large proportion of talent performance work in sales positions, a small proportion of talent performance salary in administrative positions, and equity incentives for core personnel. Only by linking corporate strategy with employee needs through salary communication and welfare incentives can we better attract and retain talents
Second, emotional retention. The so-called emotional retention is to create a positive, harmonious and united working relationship and working environment, so that employees can work with peace of mind, and the key to emotional retention lies in whether the leader himself treats people sincerely. In the use of talents, leaders should fully trust, let go, when they encounter difficulties or setbacks in their work, give timely encouragement and support, for their practical problems in life, to help solve as much as possible. Secondly, the leader can commend the outstanding employees from time to time, and the form of commendation is not limited, the purpose is to make employees understand their importance, make them grateful, and achieve the purpose of "keeping people with feelings";
Third, the cause retains people. Talents will pay attention to the development of their own careers in their work, realize their career ambitions, and display their talents. Therefore, in the process of enterprise development, enterprises should not only provide talents with remuneration consistent with their contributions, but also fully understand their personal needs and career development intentions, and provide talents with career development paths that meet the development requirements of enterprises and talents, so that talents can clearly see their development prospects in the enterprise at work, so that they have "hope", so as to contribute their own strength to the enterprise, and form a long-term cooperation and a partnership with the organization.
In short, talent is the core of enterprise development, only with talent, enterprises can have development, in order to produce benefits, in order to be invincible in the fierce competition in the market.