Without a clear and accurate map, it is hard to imagine how to win a battle thousands of miles away! In the battle for talents, a clear and accurate "talent map" is also needed, which can help enterprises effectively arrange troops, advance, advance and defend.
On January 12, 2018, the recruitment Password training course developed by JunxueAcademy for the first time for private educational institutions was successfully completed in Shanghai Keya International Hotel.
Junxue Academy recruitment password instructor team field guidance
The recruitment password is based on the culture of "teach me what I do, do what I teach", based on professional human resources theory, and based on the vivid growth cases of more than 100 private schools. With rich processes, methods and tools, it deeply analyzes the talent layout behind the output value of more than 100 million yuan of Junxue Academy, the first Division of Junxue China, and provides practical guidance for education enterprises to build efficient teams.
Recruitment and enrollment in the form and essence of the same wonderful work, both belong to labor exchange relations. Recruitment needs to use products as the carrier, and recruitment also includes corporate vision, values, environment, post salary, benefits, training opportunities, promotion space, development opportunities, personal achievements and other products. However, in the process of routine recruitment, institutions usually encounter many misunderstandings.
The first recruitment password training course was shared by Junlearn Academy's strong instructor team and more than 500 educators from all over the country. Among them, Smart instructors' detailed and in-depth analysis of the 9 major mistakes in recruitment aroused strong resonance among on-site educators.
Recruitment password training course site
1. Talent recruitment is not started until the problem of talent shortage breaks out
In fact, we should start to reserve talent pool in the normal operation process of the enterprise, actively analyze the employment needs of all departments, make annual recruitment plans in advance, and quickly discover the right talents in the case of talent shortage, so as to achieve both quantity and quality. Make a plan based on the annual business target, one step ahead!
2. Hiring is just HR's job
Hiring isn't just for HR! Enterprise recruitment is first of all the work of the leader, from the leader to clear and corporate culture, values in line with the concept of talent. The leader must have an extreme thirst for talent!
Secondly, recruitment should also be the job of each employing department. The employing department has the first say on the responsibility demand of the talent post. Therefore, in terms of talent recruitment, each employing department needs to support the HR department and take the initiative to recruit talents.
3. Hire the best talent
Talent is not the best, only more appropriate. There are a lot of good people in the market, but not all of them can be used by enterprises.
Among them, the most important thing to recruit talents is consistent with the cultural values of the enterprise. Ability can be cultivated, but culture cannot be compromised. Companies want to recruit people who are in line with the values of the company and meet the requirements of the position.
4. Only choose free channels
Time is the biggest cost, in the choice of channels, more important is the input-output ratio. In order to obtain better talents under certain investment, we can have more stable support in the continuous development of the enterprise.
5. Hiring managers don't need to know the business
HR must identify clear hiring needs. Recruitment, such as recruitment, only the HR who understand the front-line business can understand the work process, project requirements and job responsibilities of each post, grasp the 2018 talent strategy of the entire enterprise, have a target in talent selection, and accurately match talents with job requirements.
On-site interaction of students
6. Hiring is a transactional job
Recruitment such as enrollment, recruitment to take the initiative! Job competition is fierce, talent competition is also fierce, recruitment should be goal-oriented, take the initiative to absorb talent, can not wait for talent "door".
7. Candidates only care about compensation and benefits
In Maslow's hierarchy of needs theory, after satisfying basic needs, people will pursue higher needs and self-realization. Enterprises should provide high-quality salary and welfare to meet the basic needs of candidates, and secondly, they should provide higher pursuit and personal achievement for talents in the shaping and transmission of environment, culture and values.
8. You don't need to design the interview process
In today's era of rapid development of the Internet, online recruitment has become the mainstream way of recruitment. However, in the recruitment process, many educational institutions have not developed a targeted standardized process.
In fact, the environment and process of the interview will directly affect the interviewee's first experience. Using the interview as a product promotion analogy, the interviewee should design and service the interview process according to how the enterprise provides service to the customer.
9. Non-hr colleagues don't want to help with recruitment
Everyone is an "ordinary person". When a position requires the support and cooperation of other teams, it is necessary to think in others' shoes. In the process of HR talent echelon construction, the enterprise team is the internal "customer". When encountering the low cooperation degree of the enterprise team, how to reduce the resistance of the work and improve the cooperation degree of the team is a process that the HR center needs to think and practice for a long time.
In this process, the HR center needs to treat the team as "customers" and promote cross-departmental cooperation in talent recruitment through a series of auxiliary ways such as corporate promotional videos.
Recruitment password training course site
Recruitment mistakes may cost the organization 10-15 times extra costs (channel costs, training costs, etc.). However, in addition to ensuring the growing demand for talent in the development of the school, high-quality recruitment provides reassurance to support future goals and business objectives; At the same time, a large amount of institutional information is exposed, which is also one of the effective ways to accelerate the dissemination of the school brand. The rigorous recruitment process will also win a good reputation for the enterprise and attract high-quality talents to join. The first recruitment password workshop of JunxueAcademy was held for three consecutive days to guide the smooth development of the recruitment work of educational institutions with practical experience, and pave the way for the formulation of annual plans for each educational structure at the beginning of the 2018 New Year.
