Interpretation Of HR'S Five Innovative Recruitment Methods

< p > < strong > 1. socialization talents < /strong > /p >

< p > adopt the way of competition and game, so that < a href= "http://www.91se91.com/news/index_c.asp" > job seeker < /a > express their ideas and opinions, instead of presenting the same standardized Certificate in the resume.

Their performance in the game shows the talent of the individual, not the educational experience, which is the prospect of the job market.

I wrote in the 2020 workplace: how to attract, cultivate and retain future employees in The Workplace: How Innovative Companies Attract, Develop Keep Tomorrow s Employees Employees, the book says that the amount of knowledge required by University of California at Berkeley will double every two years, and in some areas, knowledge will be doubled every six months.

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< p > recruitment of smart job seekers through competition is not only because the best talent can stand out in the competition.

More importantly, these job seekers will understand the company's development priorities, goals and missions in the recruitment process.

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< p > < strong > 2. set the time limit < a href= "http://www.91se91.com/news/index_c.asp" > commercial challenge < /a > /strong > /p >

This year's "cashless society" recruitment campaign has attracted more than 350 eligible job seekers. P has received 20 to 30 job applications every year.

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< p > job seekers are asked to explain the meaning of "cashless society" to their own through third party social media. They have four weeks to complete this challenge.

Someone made videos, such as Sean Mctic; someone has successfully launched the "cash free to May" campaign through the form of Tumblr blog.

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< p > application has also become part of the interview because companies with long vision see opportunities to cultivate more professional candidates.

In view of the fact that enterprises require applicants to show their skills, knowledge and abilities in an open way, social recruitment has evolved into a social interview.

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< p > < strong > 3. < a href= "http://www.91se91.com/news/index_c.asp" > recruitment < /a > influence < /strong > /p >

< p > in addition to training talents in the workplace, enterprises must establish strong employer brand, so as to resonate with potential employees.

Similarly, social media can demonstrate the personal brand of job seekers, forcing companies to carefully build employer brand to attract top talent.

They must use social media in order not only to attract and maintain fans, but also to create brands that resonate with young employees (millennials and later generations), in line with their expectations of employers.

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< p > the result of the following study may surprise you.

Net Impact, a research organization, conducted a survey of 1726 colleges and universities. 58% of the students were willing to reduce their salaries by 15%, in order to organize their work in accordance with their values.

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< p > this will encourage more and more organizations to establish their commitment to corporate social responsibility in the recruitment process.

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< p > < strong > 4., the requirement of innovation is < /strong > /p >

A survey of 1500 business executives by the P IBM business value Institute shows that in uncertain business environments, presidents see "creativity" and "innovation" as important leaders in determining the future of an enterprise.

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< p > but enterprises will not wait until employees start to accept innovative training. On the contrary, they are integrating innovation capability into the recruitment process.

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< p > we see that in the recruitment process, more and more companies require applicants to solve business challenges, provide input designs for new products or new services, promote creative ideas, or analyze obstacles faced by companies.

These types of business challenges are aimed at selecting job seekers with innovative thinking and T skills. These skills mean that they have advanced knowledge in a certain field and can interdisciplinary collaboration.

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< p > for Sean Mctic, MasterCard's challenge of intern recruitment is the driving force for his constant creative inspiration.

Sean said, "this experience tells me that MasterCard is not conservative.

They are looking for the goals that the company needs, that is, innovation and breakthroughs.

As a result of this competition, MasterCard chose Sean for a personal interview. However, Sean has found a full-time job in other companies in other companies.

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< p > < strong > 5., the competition mechanism is introduced into the recruitment process < /strong > < /p >

< p > DDT, Deloitte, Accenture consulting (Accenture) and PWC (PwC) are the earliest professional service organizations to reflect on recruitment. PWC has established a competition mechanism in the recruitment process. In order to train candidates' critical thinking, teamwork and communication skills, these are the key skills for employees to succeed in the company.

The company has set up a xTREME Games platform to train accounting majors to master their business skills.

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