Learn from Benchmarks｜Huawei’s Talent Recruitment Strategy

(This article is about 1,600 words)

①The American steel king once said: Take away my employees and leave the factory. Weeds will grow in the factory before long. Take away the factory and keep the employees. Soon we will have better factories.

② Someone asked Bill Gates: Can you still create another Microsoft? Bill Gates said: Okay, let me take away 100 people.

③Competition between enterprises is simply the competition for talents. Human resources have become the source of enterprise development.

④ The inability of an enterprise to recruit or retain people is often not a salary issue, but is directly related to whether the enterprise’s recruitment system is sound and whether the talents identify with the corporate culture.

⑤ In addition, currently, companies usually put forward employment requirements only when they are in urgent need of personnel, which is also the main reason for unsatisfactory recruitment results. On the other hand, the human resources department's supply of talents to the enterprise is not just talent recruitment. What is more important and critical is thinking about how to do a good job in the enterprise's human resource planning.

At Huawei, what determines recruitment is:

Corporate Culture Recruitment Concept Recruitment Standards

Ren Zhengfei said that Huawei’s most valuable asset is talent, followed by products. technology, and then customer resources. As long as we have a group of talents who are constantly improving and growing, Huawei will be able to develop any technology and win over any customer.

Huawei considers the effectiveness of recruitment work from four aspects

① Timely

② Less cost

③ Matching degree (with the company and positions)

④ Turnover rate during the “danger period” (within half a year)

Huawei’s recruitment principles (five aspects)

(1) Appropriate is the best

① Enterprise employment portrait

First of all, it is clear what kind of people the enterprise needs.

Should we choose someone who has both ability and political integrity, putting morality first or talent first? Or does it emphasize individuality or teamwork? Do we need pioneering talents or stable talents?

These standards and soft qualities depend on corporate culture. Focus on examining the applicant's interest, attitude, personality and other aspects.

②Position employment portrait

Through job analysis, clarify the academic qualifications, age, skills, physical fitness and other conditions that the talents required for the position must possess.

Focus on examining the hard conditions such as the applicant’s ability and quality.

(2) Pay attention to two-way choices

Never deliberately beautify or exaggerate the enterprise.

Huawei has always regarded mutual satisfaction as the basis for acquiring talents. At the end of the interview, the person in charge will truthfully and objectively introduce the company's development prospects, development status, and common problems.

(3) Targeted recruitment strategy

Is it to meet the current "practicability" or to reserve talents for the future? This is very clear at Huawei.

(4) Responsibilities of Recruiters

Basic requirements: Responsible for the company and job seekers

Work philosophy: Excellent does not mean suitable. Hiring inappropriate people is a huge waste of resources

Measures: Participate in corporate and departmental human resource planning, gain an in-depth understanding of the flow of personnel within the company, and understand the company's employment needs at various stages.

①Interviewers must pass training and assessment before they can be selected as interviewers.

② Qualification review will be conducted every year. If you are not qualified, you will be canceled as an interviewer.

Huawei pointed out that recruiters are the first step for a company to recruit talents. If the recruiters themselves are of low quality, it will be difficult to select the outstanding talents that the company needs.

(This is a fatal problem in many companies right now, which results in those who should not be left staying, while those who should enter the re-examination are passed by incompetent interviewers at the first level)

(5) The employing department participates in recruitment "Who employs people, recruits people"

4. Recruitment standards

Recognition of Huawei's corporate culture is the primary and important criterion for recruitment.

Implementing corporate culture from the human resources portal is the essence of Huawei’s human resources recruitment strategy.

The inability of an enterprise to recruit or retain people is often not a salary issue, but is directly related to whether the enterprise's recruitment system is sound and whether the talents identify with the corporate culture.

Excellent corporate culture requires people to implement it. At the same time, excellent corporate culture can guide, unite, motivate and retain people.

Corporate culture refers to the highest goals, value standards, basic beliefs and behavioral norms that are cultivated and followed by all employees of the company during the long-term entrepreneurship and development process.

Huawei relies on corporate culture and spirit to hold it together, which lies in its organizational methods and mechanisms, not its talents, market, technology, etc.

The most important thing that business leaders need to do is to create and manage culture. The ability to influence culture is the most important talent of a leader.

The relationship between corporate culture and recruitment:

① If employees do not agree with the corporate culture, they will be inactive, let alone give full play to their subjective initiative.

② If you do not agree with the corporate culture, you will not have a sense of belonging.

For example: "If you win, toast to celebrate, if you lose, fight to save each other."

①Corporate culture dominates recruitment

Those who do not match the corporate culture will not be admitted

② Promote corporate culture during recruitment

Conduct briefing sessions by people with corporate cultural characteristics

③Establish psychological contracts

The core is employees Satisfaction. Legal contract rises to psychological contract

④Multiple rounds of interviews

Make sure to select people who agree with or are suitable for the corporate culture

Keywords:

Suitable | Interview Qualification Personnel Management System | Corporate Culture

Enterprises have different needs for talents at different stages of development. Therefore, recruitment work must change with time and local conditions to meet the company's needs for talents at different stages of development.

This article is the result of personal interactions after studying "Huawei Human Resources Management".