Whether an HR is reliable or not depends on how he recruits people.

In order to select outstanding talents, there must be enough candidates to choose from.

Second, choose carefully

Emphasize eight words

(1) Keep improving

Include two criteria:

A. new recruitment: the recruitment standard cannot be lower than the average level of the team.

B. alternative recruitment: it shall not be lower than the rank level of the resigned employee.

(2) Do it yourself

Recruitment is the least authorized.

What happens if the front line is over-authorized?

The more front-line people recruit, the more likely they are to recruit the executive unit of "nerve endings" and will only finish what they have seen so far. Large-scale delegation to the front line, most people will be recruited back to those who can only do the work at hand.

Tencent recruitment emphasizes hands-on: the first person in charge of the department must interview. Even if your management scope is too wide and busy, if you want to authorize the director, the director must be recognized as someone who has the ability to control high-standard talents.

Continuously improve the quality of talents through system requirements and incentive measures.

Third, strict requirements.

For example, Tencent official website has two or three thousand recruitment demands all the year round, but are so many demands real?

I haven't compiled it, but it's understandable to hang the demand there and want to "receive resumes", keep in touch with the market through talent exchange, and understand the ideas of external candidates. But if there is too much water, the situation will be worse. What impact will it have?

Bole (internal staff) recommendation is Tencent's largest recruitment channel, and the contribution rate of Bole recommendation is above 50% every year.

However, the unrealistic recruitment demand is linked to official website. If you don't actively handle or interview casually, it will hurt Bole's feelings and experience, reduce Bole's enthusiasm for recommending candidates, hurt channels, and let external candidates question Tencent's recruitment.