营销式招聘（Marketing recruitment）.docVIP

营销式招聘（Marketing recruitment） In the increasingly fierce competition for talent, human resource managers are faced with the plight of corporate strategic talent recruitment cycle has repeatedly been dragged down, can not help but ask, talent, how can we find you quickly? The recruitment as marketing to do, is the good method of the careers, it is possible to acquire talent faster than competitors. Marketing specific recruitment how to operate it? As is known to all, product sales service is divided into three stages: pre-sales, sale, and after-sale. Only by reaching these three stages of service can we get more customers favor and ensure a better sales performance. In fact, the recruitment process can also be divided into three stages: recruitment, recruitment and post recruitment, just like marketing services. Normally, the human resource department makes a recruitment demand analysis before hiring. However, human resource managers often only stay in the needs analysis, as long as clear the rationality of hiring enough, the next step is to publish recruitment information, waiting for the candidates resume. The traditional recruitment is true, however, in the increasingly fierce competition for talent of the moment is this passive traditional mode of operation for human resource managers with recruitment cycle was repeated stretch. But before the recruitment of marketing, in addition to the traditional sense of recruitment needs analysis, what will be done? IBM strategy recruitment leader Chen Zhaowei said, as IBM integration strategy recruitment of the first ring, is to the corresponding talent market is fully understood. In fact, for the entire company and different division of strategic human resources planning and development needs, we need strategic planning talent market data and a lot of competitive intelligence to support the companys targeted recruitment activities. Every year, we will follow 12-15s competitors in the same industry, the contents of the surve