獵頭做招聘為什么比HR效率高呢？
在日益競(jìng)爭(zhēng)的人才市場(chǎng)上，人才越來(lái)越緊缺，企業(yè)雖然有負(fù)責(zé)招聘的HR，卻不能精準(zhǔn)的物色到合適的人選，只有委托于獵頭公司。而
濟(jì)南獵頭公司是尋訪人才的服務(wù)機(jī)構(gòu)，比HR更專(zhuān)門(mén)，招聘的效率以及后期服務(wù)的保障，更有信心，也更省心。那獵頭做招聘為什么比HR效率高呢？
In the increasingly competitive talent market, talents are increasingly scarce. Although enterprises have HR responsible for recruitment, they cannot accurately find suitable candidates, and only entrust to headhunters. Jinan Headhunting Company is a service agency for searching for high-end talents, which is more specialized than HR. The efficiency of recruitment and the guarantee of post-service are more confident and more trouble-free. Why is headhunting more efficient than HR?
1.招聘的原因、目的和招聘的目標(biāo)
1. Reason, purpose and objective of recruitment
在開(kāi)展招聘工作之前，先弄清楚企業(yè)為什么要招聘，開(kāi)展招聘活動(dòng)的目的是什么？招聘活動(dòng)要達(dá)到什么樣的目標(biāo)。是正常年度招聘計(jì)劃在招聘，還是新項(xiàng)目成立的需要；是人員離職補(bǔ)充，還是有重要的在崗人員不能勝任目前的工作而尋訪替代的人才。
Before carrying out the recruitment work, first find out why the enterprise should recruit and what is the purpose of the recruitment activity? What is the goal of the recruitment activity. Whether the normal annual recruitment plan is for recruitment or the establishment of new projects; Whether it is a supplement to the resignation of personnel, there are still important on-the-job personnel who are not competent for the current work and seek for replacement talents.
是按照既定的計(jì)劃需求進(jìn)行補(bǔ)充，還是因?yàn)楫a(chǎn)生了新的需求，崗位人員的數(shù)量和要求是否也需要做調(diào)整。招聘的人員，是應(yīng)短期內(nèi)的項(xiàng)目補(bǔ)給，還是需要符合企業(yè)長(zhǎng)期的要求，想長(zhǎng)期持有呢。
Whether to supplement according to the established planned needs or whether the number and requirements of post personnel also need to be adjusted due to the new needs. Whether the recruited personnel should be supplied by the project in the short term, or should they meet the long-term requirements of the enterprise and want to hold them for a long time.
2.招聘的職位、人數(shù)和條件
2. Position, number and conditions of recruitment
HR要清楚地知道企業(yè)內(nèi)部有哪些職位是充足的，哪些職位是空缺的，或者即將空缺，需要做出人員填補(bǔ)準(zhǔn)備的。避免出現(xiàn)HR辛辛苦苦面試了很多候選人，用人部門(mén)始終不滿(mǎn)意，或者是好不容易招到合適的人，而用人部門(mén)或老板卻臨時(shí)決定不用了或需求量又有了新的變化。讓HR很無(wú)奈，招聘工作非常的被動(dòng)。
HR should clearly know which positions in the enterprise are sufficient, which are vacant, or are about to be vacant, and need to make preparations for filling. To avoid that HR has worked hard to interview many candidates, and the employing department is always dissatisfied, or it is not easy to recruit the right person, while the employing department or boss has temporarily decided not to use it or the demand has changed. HR is very helpless and the recruitment work is very passive.
3.招聘的組織構(gòu)成
3. Organizational composition of recruitment
即開(kāi)展招聘活動(dòng)的人員構(gòu)成情況，有多少人參加招聘工作，負(fù)責(zé)招聘的人員其招聘經(jīng)驗(yàn)或擅長(zhǎng)點(diǎn)在哪。哪些人負(fù)責(zé)尋訪，哪些人負(fù)責(zé)試題的準(zhǔn)備和面試考核，哪些人又負(fù)責(zé)面試后的候選人跟蹤和offer談判以及錄用等一系列事宜。
That is, the composition of the personnel who carry out the recruitment activities, how many people participate in the recruitment work, and the recruitment experience or expertise of the personnel responsible for recruitment. Who is responsible for the interview, who is responsible for the preparation of the test questions and the interview assessment, and who is responsible for the candidate tracking, offer negotiation and employment after the interview.
招聘，是一項(xiàng)對(duì)細(xì)節(jié)及整體有較高要求的活動(dòng)。沒(méi)有對(duì)全局的把控，無(wú)法有效推進(jìn)招聘進(jìn)度和質(zhì)量。尤其招聘需求量較大或招聘的崗位非?；螂y招的崗位，負(fù)責(zé)招聘的團(tuán)隊(duì)是否工作分配合理合適，是否專(zhuān)門(mén)，都決定了此次招聘活動(dòng)的成敗。
Recruitment is an activity with high requirements for details and the whole. Without the overall control, the recruitment progress and quality cannot be effectively promoted. In particular, the success or failure of this recruitment activity depends on whether the recruitment team is reasonable and appropriate in terms of job allocation and whether the recruitment demand is large or the recruitment positions are very high-end or difficult to recruit.
4.招聘的渠道
4. Recruitment channels
是內(nèi)部還是外部招聘；是網(wǎng)絡(luò)招聘還是通過(guò)專(zhuān)場(chǎng)招聘會(huì)；是利用傳統(tǒng)媒體還是像微博、微信或公眾號(hào)等形式的新媒體招聘；是企業(yè)HR或招聘團(tuán)隊(duì)正常開(kāi)展招聘即可，還是必須要?jiǎng)佑玫将C頭公司才能滿(mǎn)足需求。
Internal recommendation or external recruitment; Is it online recruitment or through special job fairs; Whether to employ traditional media or new media such as microblog, WeChat or official account; Whether the enterprise HR or recruitment team can carry out recruitment normally or whether the headhunter company must be employed to meet the demand.
不同行業(yè)，不同崗位特點(diǎn)，招聘的數(shù)量以及崗位的要求，以及目前企業(yè)發(fā)展的階段、招聘預(yù)算、在職人員結(jié)構(gòu)等情況都有很大的關(guān)系。精準(zhǔn)的渠道決定了你找尋人才的效率和質(zhì)量。
Different industries, different job characteristics, the number of recruitment and job requirements, as well as the current stage of enterprise development, recruitment budget, and the structure of in-service personnel have a great relationship. Accurate channels determine the efficiency and quality of your talent search.
5.招聘的具體時(shí)間安排
5. Specific time arrangement of recruitment
如果面試時(shí)間安排不合理導(dǎo)致的招聘失敗，不僅產(chǎn)生了不必要的成本支出，浪費(fèi)了彼此的時(shí)間，也對(duì)企業(yè)的雇主造成了負(fù)面影響。招聘的具體時(shí)間，指的不僅是具體的招聘開(kāi)始或結(jié)束時(shí)間。還要確定什么時(shí)間段進(jìn)行簡(jiǎn)歷篩選，什么時(shí)間初試，和安排復(fù)試；以及面試的時(shí)間為多少、通知候選人的時(shí)間等。
If the recruitment fails due to the unreasonable interview schedule, it will not only generate unnecessary costs and waste each other's time, but also have a negative impact on the employer brand of the enterprise. The specific recruitment time refers to not only the specific recruitment start or end time. It is also necessary to determine the time period for resume screening, the time for the initial examination, and the arrangement of the second examination; And the time of the interview and the time of informing the candidate.
6.初步確定招聘考察方案和工作流程
6. Preliminary determination of recruitment investigation plan and workflow
在招聘之前，HR就要確定此次崗位招聘的考察方案，即通過(guò)什么樣的手段考慮候選人。而不是等人選到即將到公司面試了，才考慮如何面試考核或直接應(yīng)急上場(chǎng)。同時(shí)，還要確定具體的工作流程以及對(duì)整個(gè)招聘活動(dòng)全程指導(dǎo)。
Before recruitment, HR should determine the investigation plan for this job recruitment, that is, what means to consider candidates. Instead of waiting for people to come to the company for an interview, they will consider how to interview and assess or go on the stage directly. At the same time, we should also determine the specific work process and guide the whole recruitment process.
Why is headhunting more efficient than HR? The above is the reason for the problem. You can use it as reference information. For more information, please visit our website http://www.bjddhyyq.cn consulting service
魯公網(wǎng)安備 37010202001640號(hào)