2022 is known as the “hardest employment season” and may also be the “hardest recruitment season” for HR.
Layoffs, graduation, unemployment, N+1, confusion… Similar entries firmly occupy the discussion center of social platforms. The ups and downs of the epidemic situation and the uncertainty of the development of some industries are finally reflected in the unease of job seekers. It messed up a lot of HR’s recruitment plans.
However, contrary to the cold spring recruitment, industries such as medicine, electronics, R&D, and chips have experienced a surge in labor demand. Many companies have accelerated the pace of school recruitment, and eagerly started the next year’s autumn recruitment in April.
Recently, the “2022 Chinese Enterprise Campus Recruitment White Paper” (hereinafter referred to as the “White Paper”) released by Beisen Institute of Talent Management is based on the campus recruitment data from May 1, 2021 to April 30, 2022, spanning 11 major industries. , Thousands of companies’ recruitment and job-hunting information, modeled and analyzed through big data technology.
Note: Beisen “2022 Chinese Enterprise Campus Recruitment White Paper”
The survey shows that in 2022, HR in industries represented by pharmaceuticals and electronics will have significantly higher expectations and confidence in corporate business growth.
Among them, more than 30% of HRs in the pharmaceutical manufacturing industry believe that their company’s business growth will exceed 30% this year, and nearly one-third of the companies have released their jobs for the fall of 2022 ahead of schedule; the demand for talents recruited by schools in the electronics manufacturing industry has maintained a steady growth trend. Influenced by the natural flow of industry brands, coupled with the high demand and large number of talents by enterprises, nearly 50% of enterprises have opened online applications before May, and it is expected that 27.4% of enterprises will increase their school recruitment scale by more than 30%.
Figure Note: 2022 School Recruitment Talent Data for Pharmaceutical Manufacturing Industry
In the new stage, in addition to completing the recruitment OKR, HR is also faced with a series of digital recruitment problems, such as how to gather key talent resources, optimize recruitment plans, and establish an intelligent talent organization system; at the same time, with the first batch of post-00s entering the workplace , the portrait of job seekers has changed, and the “millennials” have diversified attributes in information acquisition channels and methods, so that HR needs to spend more time, energy, and trial and error costs in order to build a “millennial” that is more suitable for the enterprise. Talent Profile”.
This means that companies need HR to be able to think from the perspective of digital transformation of recruitment, and to make more sensitive adjustments with the help of new tools and new methods.
A Protracted Battle: Anxiety and Difficulties for HR
A layoff may be decided at the very beginning of a recruitment. From the end of elimination, optimization, to “graduation”, the essence of layoffs is always to eliminate some people in the enterprise who did not recruit “right” people.
In the high-speed flywheel, in the past few years, the birth of an innovative business in a large factory may bring as many as dozens of HC vacancies for the department. However, with the repeated outbreak of the epidemic, the new business was pressed the pause button, followed by companies calculating input and output for “cost reduction and efficiency increase”, and drastic cuts for “redundant” personnel.
Hastings, the founder of Netflix, once mentioned in the “talent density” statement that a team with many outstanding talents will have an agglomeration effect. Excellent people learn from each other, collaborate with each other, and motivate each other; and only one or two in the team underperform. If they are good, it will bring down the performance of the entire team; if they are allowed to stay, it shows that the company accepts mediocrity, which will cause the team to continue to stretch its hips.
Recruiting the “right” people for an enterprise is a basic requirement for an HR.
The way of publicity has changed
According to statistics from the Ministry of Education, the number of college graduates in 2022 will reach 10.76 million, an increase of 1.67 million compared with last year, and the scale and increment will hit a record high.
As a native of the Internet, social networking platforms such as Douyin, Xiaohongshu, and Weibo have become the main channels for “millennials” to obtain information. Under the bombardment of massive information, the cost and difficulty of job seekers identifying effective information increases, and it is difficult to accurately identify them. post.
In addition, many post-00 job seekers will make a reverse “backtrack” to the company in advance: whether the official website page looks good, what is the company’s reputation on social platforms, and whether the specific job description is drawing a big cake…
These “critical” career selection criteria have become a headache for HR in the publicity process: how to improve the appearance of the recruitment official website? In what aspects to strengthen self-media monitoring? How to recruit campus ambassadors? How to implement the digital image of a company?
Legend: Post-00s job-seeking attitude
Talent screening efficiency is low
The recruitment needs of an enterprise often stem from business needs. In the actual process of formulating a recruitment plan, factors such as the participation of business managers and the thoroughness of demand communication will have an impact on whether HR can recruit the “right” people. Most of the current situation is that the business departments and business managers who should be the protagonists are often rarely involved in the actual recruitment process.
According to the “White Paper”, 86.2% of HR think that the importance of business managers to recruitment is 8 points or above (out of 10 points), but in actual recruitment, only 40.9% of business managers can achieve 8 points and above.
Legend: Recruitment participation of business managers
The interview process is heavy
Post jobs on platforms such as Boss Zhipin. After HR completes the initial round of resume screening, the candidates will be notified of the interview time through WeChat, SMS or email, the interviewer will be synchronized, and the online meeting room will be finalized. Each time an interview is arranged, HR needs to spend at least Twenty or thirty minutes.
A person in charge of the company’s human resources department told Leifeng.com that under normal circumstances, the interview ratio for a position is 1:6 or 1:7. Suppose a medium-sized enterprise expects to recruit 300 people during the spring recruitment period, and 3 HR needs to be completed. It takes at least one month to arrange the first interview with about 2,000 people. With the subsequent two interviews, the workload is undoubtedly huge.
Talent insulation is difficult to land
I finally met the candidate I liked. One week before the entry, the other party still declined the offer.
After the recruitment requirements are released, from resume collection, online communication, interview invitation, salary negotiation, offer issuance, and onboarding guidance, recruitment is like a “production line” with clear nodes, interlocking, and any “station” is dropped. A single “button” may lead to final failure. Even if the candidates are successfully recruited, it does not mean that this “war situation” is finally over.
Under the epidemic, the uncertainty of the market has put recruitment into a “cooling-off period”. How to recruit people, recruit the right people, and retain people, digital recruitment does not mechanically move the recruitment process from offline to online, and introduces digital thinking and design HR in a state of anxiety faces a “protracted battle” when it comes to recruiting processes and thinking about talent operations.
A round of transformation: Beisen’s way of breaking the circle
In 2019, in order to improve the user experience, Beisen spent RMB 200 million to create a new recruitment cloud product. Adopting the design concept of Nature design 3.0, rewriting the code, reconstructing the front-end architecture system, and reconstructing the entire recruitment management system, all of which are only to provide a better user experience for enterprise employees.
In 2022, due to the impact of the epidemic, many offline seminars and job fairs of many companies have been delayed or forced to cancel, and online recruitment has become the most important job search channel for graduates. According to data released by Yuehu Data in April 2022, the number of monthly active users of the online job search platform reached 128 million, ushering in the highest peak in three years.
In order to help companies adjust their campus recruitment strategies to meet the more diverse needs of new students, Beisen based on the five major trends in the “2022 White Paper on Campus Recruitment for Chinese Enterprises”, has refined the “three-way approach” of campus recruitment, including multiple ways to attract candidates. The new recruitment official website × online ambassadors, AI evaluation to accurately identify high-quality people × ecological interconnection, online OB (onboarding management) for long-term retention of like-minded people × insulation alliance.
Before the interview: Algorithm evaluation improves hit rate
During the school recruitment period, talents are circulated on a large scale. If HR wants to recruit the “right” people quickly, it must be well controlled in the preliminary screening process. In this regard, Beisen launched the PISA intelligent evaluation service with the concept of enterprise employment as the key anchor.
The evaluation service establishes a mathematical model of the final expected results of the enterprise (such as interviewing, being able to issue offers, and being able to enter a job) and talent evaluation data, and then forms a set of new algorithms on this basis for enterprises to apply to the evaluation of new candidates .
The “white paper” shows that a medium-level algorithm model can produce the effect of interviewing 10 fewer people for every hired person, reducing the workload of interviewing by nearly 30%, and the loss of candidates defined as “recommended” within 6 months The rate is also significantly lower than the “pending” candidates. Through the use of digital tools, while helping HR to improve work efficiency, it also greatly improves the hit rate of recruitment.
Legend: Algorithm evaluation improves recruitment efficiency
During the interview: online collaboration
The epidemic has accelerated people’s anxiety about uncertainty and waiting for patience. Interviews are the first door for candidates to understand the company. Candidates’ interview experience will also have a certain impact on the final recruitment results: Early communication Whether it is smooth, what online interview software is downloaded, whether the interviewer in front of the screen is earnestly asking and answering questions… Every little detail is a signal to the candidate.
Taking the interview time of students who are recruited in batches as an example, HR has set up an online interview room in advance. Candidates can choose their own interview time just like choosing a seat in a movie theater. One-to-one HR appointments are no longer required, which reduces HR Nearly 80% of the workload in communication and adjustment of interview time is relatively flexible for candidates, increasing the interview rate.
In addition, batch interviews for school recruitment are also a major pain point for medium and large-scale enterprises to recruit large-scale schools. For this reason, Beisen has launched the “calling interview” function, which integrates appointment interviews, video interviews, call reminders, and call progress checking, etc. All-in-one interview hall. After making an appointment for an interview, you can directly start the [calling interview], and the interviewer can control the rhythm of the interview at will; candidates can clearly understand the waiting situation of their queuing for interviews, just like the hospital queuing up the number, so that the waiting is no longer anxious; HR After arranging and applauding the interview in an orderly manner, you can view the interview progress board at any time, and easily control the overall situation.
Zhang Peng, senior director of Beisen Cloud Computing, told Leifeng.com, “We learned from past customer surveys that most customers will give priority to using Tencent conference as a video interview tool, but in actual use, enterprises often need to meet in Beisen and Tencent conferences. Switching between the two systems, whether it is arranging interviews, reviewing resumes during interviews, and writing reviews, etc., are very fragmented.”
Now, Beisen has carried out in-depth cooperation with Tencent Conference. When arranging an interview, HR only needs to select “Tencent Conference” as an interview tool, and the conference number will be automatically synchronized to the interviewer and the candidate. Both parties can use the conference number or link with one click. It reduces the steps of downloading multiple software and platform conversion. In addition, on the same screen, the interviewer class simultaneously realizes the four-in-one scene of video interview, reading resume, reading evaluation, and writing face-to-face evaluation. The interviewer does not need to switch pages to view resumes repeatedly, which greatly improves the experience. .
After the interview: online approval to improve onboarding efficiency
How long after the interview can I ask HR if I passed?
There is no news after the interview, should I contact HR?
How to ask HR about your interview progress…
Search for the keyword “interview” on social platforms, and a series of feedback and progress-related posts pop up, reflecting the urgency of candidates for the interview results.
In order to solve the problems of large workload of HR Offer management and cumbersome approval procedures, Beisen has launched an exclusive school recruitment Offer, which supports multiple functional services such as Offer online approval and query, entry information collection, etc., to improve the efficiency of multi-department coordination and operation, and strengthen the same candidates. The connection and insulation of people leave more “right” people for the enterprise.
It can be seen that on the basis of the whole process of online school recruitment, Beisen provides methods and tool support for enterprises to solve core pain points for the characteristics of key scenarios before, during and after the interview, and truly recruits for HR. “Right” to open a feasible path.
A methodology: change on demand
The uncertainty of the market environment has increased, and the high-paying bubble has been broken. For enterprises, talent recruitment and management are not only a one-way collection of needs, but also a more targeted and in-depth digital transformation plan; in the face of new needs, HR also It shoulders the important mission of gathering key talent resources, optimizing talent recruitment plans, establishing a digital talent organization system, and reshaping talent strategies for benign and sustainable development.
This means that third-party human resource service companies represented by Beisen and others must keep pace with the times, provide new tools and propose new methods to meet the diverse needs of different companies, and truly help HR to use scientific means in recruiting. Talent ladder in the digital age.
Recruitment changes with demand. As the most important bridge linking enterprises and talents, it is facing new challenges as digital tools and models are gradually improving.
(Leifeng Network Leifeng Network)
This article is reprinted from: https://www.leiphone.com/category/CorporateServices/TL4d9H6MueOxbxwS.html
This site is for inclusion only, and the copyright belongs to the original author.