Jun 19, 2022
In Welcome to the Forum
There is such a phenomenon. On the one hand, it is difficult for product managers to find jobs, and on the other hand, companies cannot recruit suitable product managers. Recently, another friend cried to me that it was difficult to recruit a suitable product manager. What's the situation? Aren't we all on the same planet? There are many objective situations that lead to this problem, such category email list as: reduced market demand, increased job requirements, fierce competition for job seekers, and so on. Of course, there is another situation that cannot be ignored, that is, both the category email list recruiter and the job seeker have higher expectations for each other, so it becomes more and more difficult to meet the demands of both parties at the same time, making it difficult for the two parties to come together. Is there any way to improve the efficiency of recruitment and recruit the right product manager? From a recruiter's point of view, talk about my experience. 1. A clear job requirement In fact, recruiting is the same as the idea of making products. First of all, you must clarify your needs, figure out why you are recruiting people, and what kind of people are you recruiting? The category email list workload is saturated and the manpower is not enough? Or do new businesses need specialized talent? C-end, B-end or compound talents? Are you good at user growth or traffic monetization? Need category email list to have product experience from 0 to 1 or have been responsible for large-scale user-level products? The employing department and HR need to first outline a "recruiter portrait". The so-called recruiter portrait is to refine the recruitment needs into some keywords, such as: C-end, 3-5 years of experience, user growth, small programs, etc., which can cover the core requirements of the position. The employing department continues category email list to refine the job requirements and describe the specific content of job responsibilities and job requirements, and category email list then the job opening can be opened for recruitment. With the recruiter's portrait and job requirements, HR students can carry out the search operation. Why is it said that it is a "relatively clear" job requirement? After all, each company's business model is different, and it's not easy to recruit people who have experienced a 100% match, unless you're willing to wait until the end of the day.