Due to the impact of the epidemic, many companies have had a bad start and their business has shown a decline, but the semiconductor industry has bucked the trend and risen. Previously, the semiconductor industry had flourished in China for over a decade, and through this opportunity, the opportunity space for the entire industry was expanded. However, the strong development trend of the industry will also bring challenges to enterprises. For example, although the business layout has extended for thousands of miles, excellent talents still gather in first tier cities, making it difficult to spread with the business everywhere
A company has encountered such a challenge. How to reasonably promote talent migration from talent recruitment to match business development? Let's take a look at how Future HR can be cracked
Company A is a globally renowned company that integrates semiconductor technology research and development with large-scale production. Establishing a mass production base in Dalian for the China region requires an experienced and trustworthy recruitment service agency to assist in talent attraction based on development needs. After research and understanding, Company A has chosen FUTURE HR as its partner
Enterprises have high requirements for candidates' qualifications: bilingual ability, high skills, necessary working years, and responsive management skills. However, throughout the entire Chinese semiconductor industry, candidates who meet the above requirements are very rare and difficult to reach
Semiconductor expert candidates are "scarce and difficult to reach", mostly concentrated in first tier cities, but the positions recruited by Company A are located in second tier cities. Persuading candidates with deep experience in first tier cities to transfer their jobs is a major challenge for this project. For positions that require local resources, finding candidates who are "geographically disadvantaged and professional" is another major challenge.
For the Liaoning market, recruitment positions and levels cover a wide range: from basic positions to mid to high-end positions, and there are a variety of job categories, including positions in multiple directions such as CVD, Litho, Deyetch, CMP, WET, PVD, etc
Conduct comprehensive research and talent mapping on the market that meets the positioning of Company A, provide comprehensive insights and analysis on the semiconductor industry to Company A, increase the company's understanding of the Chinese semiconductor industry, and make reasonable planning and adjustments for talent selection and even future business development
Future HR consultants focus on segmented industry areas and have extensive network resources within their respective areas of expertise. Although the target candidates required by Company A are very rare, Future HR consultants still quickly reached out to this group and quickly provided qualified candidates to the company
Future HR's service team has been rooted in the Chinese market for over 10 years and is very familiar with the market environment, the development of the Chinese semiconductor industry, and the business and brand characteristics of similar enterprises. Future HR has helped Company A successfully explore its own "highlights", guiding candidates to focus on their unique career development experiences in the future from the perspective of the uniqueness of its operating model, and successfully persuading candidates to transfer talents.
Successfully recruited various talents required by the enterprise, and some talents voluntarily migrated from first tier cities to second tier cities to follow the pace of business development
With the assistance of Future HR, Company A successfully launched its business in Liaoning without incurring any "trial and error" costs
Through Future HR's exploration of enterprise A's business highlights and its continuous promotion in the Contact process, enterprise A has expanded its employer brand awareness in China
Headhunting recruitment is not simply about talent search and job matching, but rather helping employers and candidates understand and recognize each other, and in this process, helping enterprises conduct organizational diagnosis and development, reduce management and communication costs, and achieve a win-win situation. Future HR has been deeply rooted in the field of enterprise services for over 10 years, deeply understanding the pain points and difficulties in the operation, management, and talent attraction process of enterprises. Therefore, it always regards itself as the first window for customers to communicate and communicate with the outside world in the process of serving customers. It deeply pays attention to the long-term development of customers' business, actively spreads the corporate image for customers, carries out risk control, fully invests, and grasps all key nodes, And then smoothly attract candidates, impress "difficult to reach" candidates, and win huge opportunities for the business development of the enterprise
