Discussion On Enterprise Recruitment Talents In Digital Transformation And New Media Systematization

The discussion on digital transformation and systematic establishment of new media for enterprise recruitment of talents is undoubtedly the first important link for enterprises to successfully transform and adapt to the new situation. Therefore, enterprises need to pay special attention to the digital skills and new media application ability of candidates in the recruitment process. This includes not only the skilled use of traditional digital tools, such as data analysis software, project management tools, etc., but also the understanding and application of emerging social media platforms, as well as the mastery of digital marketing strategies. Enterprises can attract talents with these skills through multi-channel recruitment, such as professional recruitment websites, social media, industry conferences, etc.

At the same time, enterprises should also establish a complete training system to provide systematic digital skills training for new employees to ensure that they can quickly adapt to the needs of enterprise digital transformation.

In addition, enterprises should also attach importance to the cultivation and incentive of internal talents, stimulate the innovative potential and work enthusiasm of new and old employees by providing career development paths and promotion opportunities, so as to provide continuous talent support for the digital transformation of enterprises and the establishment of new media systems.

Then, the question arises: can an enterprise recruit talents suitable for its own development? No matter how high the head of the enterprise or the enterprise HR usually use, there are all kinds of benefits in salary and treatment, most of which are contrary to their wishes. What is the core problem! According to my years of management experience and the new situation, the author analyzes several views:

1. First of all, from the change of market channels, the change of consumer buying habits, the deterioration of the global economic environment and a series of sudden fission thinking, if it is scientific and technological, enterprises in new industries have experienced more than ten or several years of exploration and accumulation of the Internet, mobile Internet, digital economy, and big data cloud computing, and have formed a certain resilience, The current economic environment can be turned around successfully. And let's take a look at those traditional enterprises that have been successful in the market for many years or even decades. At this time, it is not easy to transform to adapt to the market changes under the new situation.

2. Traditional enterprises have rigid corporate culture and organizational structure. Many traditional enterprises have formed their own corporate culture and organizational structure in the long-term development process. These factors have limited the introduction of new ideas and technologies to a certain extent. When the market environment changes dramatically, the resistance to change within the enterprise is often very large, which makes it difficult for the recruited talents to play a role in such an environment.

3. Lack of precise positioning of talents, enterprises often fail to clearly define the specific capabilities and characteristics of the talents needed in the recruitment process, resulting in the mismatch between the talents recruited and the actual needs of enterprises. For enterprises to accurately position talents, it is necessary for them to have a deep understanding of their own business. Especially, it is very important for enterprises to understand their product positioning, market development direction, consumer group understanding, required talent allocation and be able to accurately predict the future development direction.

4. Traditional enterprises are easy to follow the trend in the recruitment process. When others' enterprises are very successful in live streaming and e-commerce, they will blindly plan and ignore or do not understand the personalized needs for talents. As the post-90s and post-00s gradually become the main force in the workplace, their demands for work environment, career development, work life balance and other aspects are very different from those of their predecessors. If an enterprise ignores these personalized needs, it will be difficult to attract and retain these emerging talents. Even if such talents are recruited, it will be difficult to integrate with its own enterprise. The final result is that the investment is unrewarded and scattered.

5. Some enterprises are seriously disconnected from the training and development of new and old employees. Even if the enterprise can recruit the right talents, if the subsequent training and development plans cannot keep up, there will be a disconnect between the talent's ability and the enterprise's needs. The enterprise needs to establish a continuous training system. These investments are not small investments. The enterprise must ensure that it has such strength to ensure that talents can grow with the development of the enterprise. It is worth thinking deeply.

6. Then, how can traditional enterprises successfully achieve a soft landing in the transformation and development? First of all, it is necessary to carefully study the requirements of enterprises for talent soft technology. In the context of digital transformation, in addition to hard skills, talent communication ability, team collaboration ability, problem-solving ability and other soft skills are also important Leadership training and other ways to improve their existing management and employees, and cultivate their comprehensive qualities to adapt to the market environment in the new situation. Secondly, how new recruits can integrate into the team, be familiar with the company's traditional business system procedures, and make new and old employees aware of the company's reform and transformation needs through continuous training and learning, Realize the gradual replacement of the fresh blood of the enterprise.

Finally, we hope that traditional enterprises can achieve success in the process of transformation and upgrading. However, some traditional enterprises are facing financial constraints, and their survival is a problem. The author suggests that such enterprises can walk on two legs. On the one hand, they can train their old employees to learn new skills, we media and other operational tools needed by the new economic market, and on the other hand, they can use their strength, Select appropriate professional media teams for outsourcing cooperation, and let professional team organizations help their teams learn from shallow to deep step by step through purchasing services from professional institutions in the industry. The author believes that this is a good way to kill two birds with one stone, We can help enterprises calculate an account: at present, to hire a talent who can quickly adapt to the enterprise's media operation and management, coastal cities need a monthly salary of 20000 to 40000, the mainland needs at least 20000 to 20000, and to hire a professional and skilled talent who can shoot clips and operations, coastal cities need 15000 to 20000, and the mainland needs 8000 to 15000, Normally, these talents can gradually adapt to the enterprise soil in three months, and then create wealth for the enterprise. On the contrary, three months later, everyone thought that all aspects were not suitable, and one shot and two scattered. Of course, the former is the expected outcome of both enterprises and talents, while the latter is not so simple. The enterprise needs to pay at least 50000 yuan for economic losses, not only because the investment has been wasted, but also because the enterprise has achieved nothing. As the person in charge of the enterprise, he needs to seriously consider these consequences,

Therefore, the author suggests that enterprises should not be eager to invest too much in talent recruitment at the beginning, because only you know whether their blood can accept the new economy. They can achieve win-win results by carefully studying their own needs and selecting third-party cooperation agencies. For example, textile and clothing enterprises can consider such industry platforms as World Clothing, Shoes and Hats, Although the audience is less popular than some social We Media, it is very professional. Imagine that not everyone in the world is our customer in terms of customer positioning; It's not that the more lively, the better. At best, this kind of thinking is silly. Few IP addresses belong to high popularity platforms. Even if you buy traffic, it's a dish of platform algorithms, useless! What I want to tell you is that through the integration of professional institutional platforms, the transition process that enterprises must take in the new situation and new economy is completed. Finally, the author expects your enterprises to achieve transformation and development with less detours! (The views in this article only represent the author's personal views and are not aimed at any third party)