Talent Portrait: "Assistant" of Post VisualizationWhy is the recruitment demand put forward for a long time, but few resumes are sent by the HR department? Why does the HR Department think it is far from what it wants when it clearly invites interviewees as required? According to the statistics of the Ministry of Human Resources and Social Security, the number of people required by occupation in enterprises continued to rise from the third quarter of 2020 to the second quarter of 2021, and the number rose to 5,638,000 in the second quarter. However, in the meantime, the number of job seekers was only 3,560,000, which created huge job vacancies. Let's focus on the inside of the enterprise. After the difficulties were recognized in recruitment, a series of targeted measures were implemented, such as recruitment based on talent portraits. However, issues were often seen in the concrete practice process. SuccessHR Capital institute will conduct in-depth discussion on the topic of talent portrait this time.   What is a talent portrait Portraits are used to frame a group of people with similar characteristics, and corresponding work is carried out for this group of people in order to find the people you want faster. In the recruitment work, the main role of the talent portrait is to define and describe the talents' abilities that can be competent for the position, including skills, knowledge, values, self-awareness, personal qualities, etc., as per the needs of the position, so that the enterprise can clearly know what kind of people it needs and do clearly. It can help the enterprise to carry out more targeted recruitment, training, development and other work.  The role and value of talent portrait As defined by the talent portrait, clearly drawing the job requirements can help the Recruitment Department improve the efficiency and accuracy of recruitment; In addition, talent portraits can not only play a role in the recruitment process, but also provide decision-making criteria in the subsequent development of internal employees, internal promotion, training, elimination and other processes; Finally, as a part of enterprise data, it makes enterprise talent assets visible and accumulates valuable human capital data resources for enterprises through continuous trial and update. Although the concept of talent portrait has been widely recognized and applied in various industries, the effect seems to be poor when it is actually implemented. The following will briefly describe the difficulties encountered in the process of enterprise practice. The difficulties of talent portraits Unclear demands of the Employer Department The demanders should have a clear idea of what kind of talents their departments need, but in fact, they often communicate their needs with the Personnel Department through general words such as "probably", "around", and "quickly". Not only is the communication efficiency low, but also the demand is not clearly transmitted to the personnel department, which results in the vagueness of the talent portrait. In addition, the Group's strategic expansion requires all departments to supplement talents. Business Departments often have no recruitment needs, so even if the communication is smooth, the overall image of the talent portrait of the group strategy is unclear in the thinking of the Business Execution Department. Comprehension deviation of HR department When the Employer Department clearly knows its own needs without deviation in the transmission process, it will also lead to unclear talent portrait when the information receiver does not fully understand the employment needs. Due to professional limitations, the Business Department has a deviation in understanding some skills of the position or has no understanding of the requirements at all. Based on its own understanding, it is natural that the overall recruitment result is not ideal to find suitable candidates in a large scale. Incomplete candidate matching When the business department and HR fully communicate and draw accurate and detailed talent portraits, even if only a small number of candidates need to be investigated, it is very hard to find candidates who can fully match the needs of talent portraits. Instead, as long as the needs of most talent portraits are met, they will be employed. In this case, the overall talent portrait matching of candidates is not high.  How to do talent portrait well? Strategic analysis On account of the difference of the company's development stage and business type, the company's senior executives need to let the business leaders summarize and sort out. For example, the current strategic goal of the chip company is to quickly occupy the market with advanced R&D capabilities. At this time, the company's leaders are supposed to focus on recruiting candidates with good professional and innovative capabilities. As a result, the general direction of talent portrait should be to recruit talents who meet the company's overall strategy. Job arrangement After determining the overall strategy of the company, find the key positions and select the employees with high performance and low performance to analyze, so as to draw the similarities and differences. By summarizing the level of personnel performance, it can provide an analysis basis for subsequent talent portraits. People with high performance generally have similar characteristics. Personal interview After completing the above two steps, we need to collect information by interviewing or investigating key personnel, including understanding the basic information, skills, quality, values, etc. of the position in detail, so as to obtain a more three-dimensional talent portrait in the recruitment process. Portrait review Just as the business situation changes rapidly, the talent portrait also needs to be reviewed regularly. Timely revise and update the indicators to respond to the determined business situation, and apply the talent portrait to the business management of each enterprise, including training, employee development or the survival of the fittest.  The above is the view of the SuccessHR Capital Institute on the talent portrait. A clear talent portrait is not only a job description, but also a precise description of the company's demand for talent, which helps enterprises to quickly and efficiently supplement the talent they need. At the end of the article, we would like to investigate whether you will use the talent portrait as the basis in the daily work process to judge whether it meets the job needs when recruiting or applying for jobs. |
