Talent shortage "Bole" how to find "steed"?

Enterprises, regardless of size and efficiency, the most scarce is also the most decisive force or talent, each successful enterprise behind, human resources must be its carefully built, with the decisive significance of resources, then, as the selection, audit and employment of the "referee", the personnel manager for the enterprise to find the most matching "maxima"?　　369 Talent Network Operations Director Mr. Zhang will be with you to talk about the knowledge of talent recruitment. "At present, the enterprise recruitment mode is mainly to the talent market direct recruitment, through newspapers and other traditional media to advertise recruitment information or register a recruitment website to publish information, browse job seekers resume three kinds." One of the network recruitment has gradually occupied the market, become the main mode of recruitment. 369 Since the online talent network, enterprises and individual user registration has broken through 20,000 and 100,000, the development momentum is strong. Zhang Yi also timely put forward the enterprise recruitment problems: "The enterprise recruitment steps and ways unchanged, no new ideas, how to get out of the predicament, to achieve the best recruitment effect is the enterprise personnel needs to solve one of the first issues." "The following four points summary of the views available for the vast number of HR reference: First of all, we should re-examine the corporate culture, to find out what kind of talent the company needs, the different positions in different periods of work tasks and enterprise recruitment needs in-depth understanding, including post information, function scope and work content, etc.　　In order to select the most suitable for the enterprise "maxima"! Secondly, change the original recruitment methods, in line with the requirements of modern human resources management. Personnel door can be multi-channel access to meet the company's requirements of talent information, such as high success rate of registration, landing comprehensive recruitment website, the immediate release of recruitment information, attracting talent to invest in Jane, has become a way to broaden the channels.　　By then, the 369 talent network launched a pay-for-effect service, as long as the Enterprise upload business license, after the audit can become a website member, browsing the vast number of job seekers resume information, and this new type of membership service mode, no time limit, the Web site by downloading the number of resumes to pay, that is, on-demand download, according to the mode of download quantity, save Third, in the personnel inspection, screening, personnel should have independent analysis and thinking ability. In the understanding of the quality requirements of the corresponding positions, the candidate should have the ability to investigate, the scope of the study should always revolve around the corresponding job. But Enterprise HR encounters thousands of resumes, but often meet the conditions are very few, in order to solve this embarrassment, improve recruitment efficiency, 369 talent Network in providing system intelligence matching on the basis of the first to introduce a talent referral services, relying on the network, through the human referral professionals to connect enterprises and talents,　　So that recruitment is no longer stiff and blunt, to find the best combination of enterprise and talent.　　The personnel department should also be good at listening and, if possible, talking to those who have worked or worked with the candidates, and the opinions of acquaintances should be taken into account so as not to be affected by personal prejudice. Gari Desle's "Human Resources management" book, in the description of the responsibilities of human resources management,In addition to allocating the right people to the right jobs, guide new employees into the organization (familiar with the environment), explain the company policies and work procedures, and train new employees to adapt to new jobs, develop the work skills of each employee, and improve their training and employee skills and familiarity with the new working environment　　, the Human resources department is expected to cultivate it into a solid professional foundation, recognition of corporate culture and better development potential of employees, and even become the backbone of the corporate team. The points mentioned above, enterprises can be based on the actual situation and the needs of human resources to carry out the necessary trade-offs and considerations, hope that through the joint efforts of enterprises and employees, "Maxima" can meet good to find and understand, cherish talent "Bole", "Bole" can also find the most matching "steed"!