1, information release stage:
Information release is mainly the recruitment information of major recruitment websites, and attractive enterprise information and position information can quickly catch the eye of job seekers.
First of all, this corporate introduction fully embodies the company's innovative, dynamic, personalized, rapid development and interesting corporate culture. It embodies the "interesting" corporate atmosphere.
Secondly, the enterprise serves the cosmetics brands that most people are familiar with, and forms a link with the advanced and high-end brand positioning of the enterprise and the corresponding internal modern management system, which embodies the development opportunity of "growth". With such innovative enterprise information and fashionable office environment pictures, I believe many people can't help but send their resumes to this company.
However, this can only partially attract job seekers. As far as I know, this company has its own gym and sports center, and group dinners and tours are also frequent. I believe it will be more attractive if these welfare contents are added. It can also better reflect the concern and love of enterprises as employers for employees.
2. The applicant's experience stage
From the moment the applicant receives the interview call, the most intuitive experience of the enterprise begins. The operation of general enterprise HR includes several steps: telephone invitation, interview arrangement, salary negotiation and new employee recruitment.
Telephone invitation, I have also received many interview calls from HR, and they usually inform the time and place in a stylized way. However, if a job seeker receives a phone call with a soft and sweet voice and an easy-going and empathetic tone, replace "you" with "you" and "thank you" with "good".
If you use "Do you think this arrangement is convenient" instead of "May I", will the person answering the phone be happy? Finally, if you have any questions during the interview, please feel free to call or send a message to contact us. I believe that the applicant experience will be better.
After the applicant arrived at the company, his impression of the company began to deepen gradually. The reception mode of the receptionist, the working status of the employees and the hardware environment of the company will largely determine whether the candidates are willing to join us in the future. When I do recruitment work, I ask my subordinates to wear professional clothes.
Turn on the lights and air conditioning in the meeting room before the candidate arrives at the company; When the candidate came, he smiled and told the other party that the candidate would have to wait for the interview for more than five minutes, and told the candidate the location of the company toilet.
Let the candidates fill out the application form and wait for the recruiter to pick it up, instead of going out to find it themselves; If the waiting time is too long because of the interviewer, the recruiter will conduct a simple interview first.
During the interview, the recruiter will accompany you all the way. After the interview, the recruiter will introduce the company's internal situation, including the company's development status and prospects, salary mechanism, training system, promotion space, manager style, welfare, overtime and so on, and constantly emphasize the company's advantages: improving personal competitiveness, bringing rich financial returns and providing a good working atmosphere.
Reduce the risk of blind job hunting. After leaving the company after the interview, candidates can fully understand the company's value proposition as an employer, realize the "growth", "wealth", "fun" and "leisure" parts of the company, and know that the company is the most worthy of expectation and respect.
Finally, for potential employees who have passed the interview, it is a necessary condition for potential employees to have a high conversion rate and a deeper work for employer brand building to deeply analyze the company's salary and welfare mechanism and promotion training mechanism during salary negotiation. After the salary negotiation, even if the candidate finally fails to join the job, he should continue to follow up with outstanding talents.
Once a candidate has job-hopping intention, we will be his first consideration, which can shorten the recruitment cycle, reduce the recruitment cost and improve the recruitment efficiency. Of course, understanding the real idea that candidates can't join the company and constantly improving it will also help to improve the success rate of future recruitment.
3. Interview feedback stage
After the interview, many HR thought that the recruitment process for individuals was coming to an end, but it was not. Keeping the candidates' WeChat after the interview, feeding back the interview results in time and following up the follow-up process will help to avoid the loss of potential qualified candidates, improve the loyalty of candidates to the enterprise, and publish text and picture information reflecting the advantages of the enterprise in the enterprise WeChat.
Continuous promotion of employee activities and company development will help to expand the company's popularity among candidates. People are divided into groups. These candidates share enterprise information with people around them and promote the brand of enterprise employers, which is helpful to improve their visibility in the industry.
After the interview, the interviewer's satisfaction survey and rationalization proposal collection will also help to improve the applicant's sense of identity with the company, which can reflect the company's unremitting efforts in management and employee respect. At the same time, it is also the direction that HR should continue to work hard to continuously improve interview satisfaction and improve all aspects of recruitment.
4. Comprehensive research stage
It is the road of sustainable development for an enterprise as an employer to determine the key demand of target talents, explore the unique talent value proposition of the enterprise as an employer, and build the core competitiveness of "happy work * * * and common growth" through the investigation of groups such as employees who have joined the company, employees who refused to sign visas, and internal core employees.
Finally, many job seekers now inquire about the company information before the interview, log in to similar positions, check the evaluation information of past interviewers or former employees, and carry out some information promotion and word-of-mouth construction here, which is also an effective way to establish a good brand image.
The core goal of establishing employer brand is to help enterprises solve the problem of "how to attract and retain core talents", and recruitment is the main construction direction and channel to attract target talents.
As HR, establishing the company's best employer image in the human resources market is the primary task of recruitment and the most efficient way to attract outstanding talents. A journey of a thousand miles begins with a single step. Only by doing the above stages well and constantly improving the details can we achieve greatness.