Brief Discussion on Recruitment of Talents for Air Compressor System Energy Saving Service

Brief Discussion on Recruitment of Talents for Air Compressor System Energy Saving Service

Not long ago, in the article "Analysis of Talent Demand in Air Compressor System Energy-saving Service Industry", the author only briefly analyzed the ability of technical, business, and marketing talents in the air compressor system energy-saving service industry, as well as finance, The demand for talents in human, administrative and other positions is not mentioned. Perhaps for some companies, these positions are not important, but for a company that wants to cast an industry brand, the talents in these positions are particularly important. For this reason, We will leave it for follow-up analysis.

Since there is a demand for talents, sourcing will be the only way to solve the demand for talents. In the past, people in our air compressor industry (people rather than talents, that is, they are only in positions and may not create effective value) are mainly close relatives, namely wives, relatives, classmates or friends. Close relatives can be found through relationships, but with the development of social economy and the deepening of urbanization, close relatives are getting closer and closer, and even close relatives have become an obstacle to the development of the company. So, the talents needed for enterprise development will have to be collected from the general public. In the age of crowds and talents, how can we collect talents that both sides can see right? The search includes many recruitment channels and faces a new year of college graduates coming out of the school. This article will analyze how to recruit talents in the air compressor system energy-saving service industry through campus channels based on the author's years of campus recruitment experience. Campus recruitment, as the name implies, is a recruitment conducted in schools. It is different from recruitment in the social talent market in the following points:

First: In the recruitment on campus, all recruiting units are assessed and screened by the school. The recruiting units are reliable and highly trusted by students.

　Second: The recruitment location is on campus, and it has a very good recruitment atmosphere. In the employment environment where the employment pressure is so high and the demand and supply of talents are not balanced, the school attaches great importance to campus recruitment, not only has done enough preparations in advance, such as student mobilization, recruitment arrangements, etc., but also in order to show a good school Image and quality of students require students to make adequate preparations such as uniform professional attire and polite speech.

　Third: The time for campus recruitment is generally earlier than the special recruitment for fresh graduates in the society. For this reason, the applicants have basically no practical application experience, and some are also a surprise interview book; 108 interviews have been obtained.

Fourth: Applicants generally have the mentality of casting a wide net, and basically put their resumes into all the units that may be admitted to this job fair. This means that he or she has a lot of choices. Anyway, it is blank. One, you can paint.

　So, for a company that is not a well-known company, and a unit that does not have a popular occupation, how to recruit people for such job seekers? Not to mention talent, it would be nice if someone could come. After all, turning people into talents is one of the compulsory courses for enterprises after entering the company.

First: Clarify job requirements and find the right school or major

With the rise of the energy-saving and environmental protection economy, major secondary schools or higher vocational colleges have opened majors related to energy-saving and environmental protection industries, such as: energy-saving technology and application, circular economy and environmental protection, air-conditioning energy-saving technology and application, Electrical engineering and technology, etc. (The author is preparing to open air compressor energy-saving technology and application major in a college in Guangdong). However, due to the emergence of the industry and the lack of practical teachers, the courses offered by various majors are either very theoretical or deviate from job requirements. Therefore, many students have not entered the energy-saving industry at all. However, some commonly used technical tools are well mastered by students, such as CAD, e-commerce shop operations, etc., and these tools have become their stepping stone to enter the company to a certain extent.

　Second: Communicate with students more through various channels

At the juncture of life, confusion and hesitation are normal. At this time, the teacher will be the guiding light for the students, and many students will constantly consult the teacher for suggestions, hoping to get the teacher's guidance. To this end, we should strengthen communication and exchanges with teachers, show teachers and students the situation of the company, job requirements and sincerely explain the difficulties that students will face after joining the company, and take vaccinations in advance to prevent students from having too high expectations and falling too far. Big. With the help of teachers, recommending companies to students will greatly increase the probability of successful recruitment.

The unit can also appoint seniors who have already joined the job to go back to school for recruitment presentations or communication, show their opinions, and explain the real work situation to students. It will also greatly increase the probability of successful recruitment.

　Third: Experiential recruitment

Since students have no chance to get in touch with the real working environment in the school, nor can they get the real working conditions of the air compressor industry from books, we can invite students to visit the company, visit the air compressor system energy-saving service projects or ask students On-post internship, participating in actual energy-saving audit and after-sales service and other specific tasks, so that they can experience the real work firsthand. Comprehensively and systematically understand the company, experience the company culture, understand the company's values, etc. This can also allow the company to better assess students' abilities, attitudes and development goals. The close contact between the two parties is not only conducive to recruiting outstanding talents, but also conducive to reducing recruitment costs.

Fourth: Companies should grasp the recruitment scene

Since the target of campus recruitment is; a blank sheet of paper, then, the kind of trial-style recruitment method (you ask me answer type) and the process obviously do not conform to campus recruitment. At the same time, the fourth point of the recruitment site is already At the point, students will be interviewed in a swarm. If it is a one-on-one interview, not only will it be very difficult, but a lot of talent will be missed. To this end, recruiters should organize students and explain to them the company’s values, job requirements, difficulties that may be encountered at work, and future development directions in the form of speeches, so as to conduct a round of screening of students for interviews. People who are really interested in the company and position stay.

Throughout the ages, talents have won the world. If you want to occupy a place in the air compressor system energy-saving service industry, or cast golden signs, go public, or continue to develop upward, talents are the key element, and campus talents are the most valuable of all talents. . They not only have strong learning ability, high plasticity, but also have high loyalty, high values and corporate culture recognition. For this reason, companies in the air compressor system energy-saving service industry should pay attention to and make good use of campus recruitment, find Maxima, and help enterprises to improve. floor.