First, the current situation of talent recruitment in this enterprise
At present, the company has not set up an independent human resources management department to recruit talents, and most of them are directly recommended by the general manager through acquaintances. Before the interview, some job seekers doubted the company's ability because the grass-roots managers didn't give job seekers written information about the company's specific work flow, and because the company didn't have the market and assets of large enterprises, they chose other enterprises, which is one of the main reasons for the company's shortage of manpower at present. At present, the company has many problems in talent recruitment.
Second, the company's main problems in talent recruitment
1. There is no separate human resources department.
The company pays insufficient attention to the management and development of human resources, ignoring that the human resources department is an indispensable part of the modern enterprise structure and provides necessary support for the normal and orderly development of enterprises.
There are no specialized human resources managers, and even if there are, their daily work is limited to managing files, wages and labor insurance. They work according to the "static" and "thing-centered" traditional personnel management mode and fail to perform their due duties in human resource management.
2. Not paying enough attention to recruitment.
Companies are more casual in recruiting talents. More often, it is a hasty recruitment in the case of insufficient manpower or large-scale loss of employees. The lack of guidance of human resource planning has a negative impact on the recruitment results to some extent. For companies, recruitment is more of an emergency measure than the need of human resource management and development.
On the other hand, due to the continuous enrollment expansion of colleges and universities in recent years, the emergence of private colleges and universities has led to a sharp increase in the number of graduates in the past, leading to the phenomenon of oversupply in the human resources market. Therefore, the company mistakenly believes that it is very easy to recruit a suitable person, which is reflected in the recruitment work. Ideological neglect, inadequate preparation and lack of scientificity and systematicness often lead to the failure of recruitment.
3. Less attractive to candidates.
Because the company is weak in the market, its competitiveness is not strong. However, large enterprises have great advantages in market share, asset ownership, brand effect, salary level, working conditions and employee career planning, which are unmatched by companies. At the same time, the company's unclear development goals, imperfect management system and lack of corporate culture are also the reasons why it is difficult for the company to recruit suitable talents.
Third, improve the company's talent recruitment strategies and suggestions
1, define the development goals.
Make a strategic plan and count the types and quantities of personnel needed. On the basis of the existing personnel reserve, make a targeted human resource demand plan and organize recruitment.
2. Establish an independent human resources department:
Under the guidance of economics and humanism, human resource management effectively utilizes relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, so as to meet the current and future development needs of the organization, ensure the realization of organizational goals and maximize the development of members. It is the whole process of predicting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, evaluating performance, paying salaries and effectively encouraging, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance.
3. Make clear what kind of work should be done in the recruitment position; What abilities the applicant must have to be competent for this job; How will the enterprise evaluate this, etc. The job description should be as clear as possible to avoid the ineffectiveness of recruiters due to unclear information, reduce the recruitment cost of enterprises and reduce unnecessary waste.
Human resources planning
4. Organize recruitment scientifically and reasonably;
The talents recruited by the recruitment team must meet the needs of relevant departments, and it is unrealistic to complete the recruitment work only by the human resources department. The Human Resources Department takes the lead and unites relevant personnel from various departments to form a recruitment team, subdividing all aspects of the recruitment work, and the members of the team perform their respective duties to accomplish this task together.
The selection of candidates is one of the key links in recruitment, which mainly includes interview, written test and scenario simulation. In the selection process, recruiters should work objectively and fairly to ensure that the most suitable person is selected from the candidates.
On the one hand, the preparation process of enterprise profile and recruitment brochure is a process of finding suitable employees, on the other hand, it is also a process of self-promotion, showing corporate image and expanding corporate influence. Information such as enterprise profile and recruitment brochure are the windows of enterprise publicity, which all represent the overall quality of the whole enterprise. Therefore, when preparing, we must highlight the characteristics of enterprises and attract candidates with the advantages of enterprises.
Choosing the right recruitment channel must first choose the recruitment channel according to the recruitment target of the enterprise. Enterprises hope to recruit suitable talents in the shortest time. Only through research and practice can we really find out the recruitment channels suitable for enterprises, such as which channels to recruit market-oriented personnel? What channels do production workers use? This requires a series of coordinated research and evaluation.
Secondly, we should choose the recruitment channel according to the recruitment strategy of the enterprise. As I said before, enterprises need to consider whether to focus on internal promotion or external recruitment when formulating recruitment strategies. Is it mainly experienced or inexperienced? When determining the basic recruitment strategy, the recruitment channels chosen by enterprises are also relatively clear. For example, considering choosing people with no work experience, campus recruitment should be one of the necessary channels for enterprises to recruit every year.
Thirdly, choose the recruitment channel according to the recruitment cost. Economy is always the goal that enterprises should pursue, but how to strike a balance between recruitment cost and recruitment effect is a subject that needs to be explored. We should not choose inefficient recruitment channels in pursuit of low cost, nor blindly ignore recruitment costs in pursuit of high efficiency.
In addition, when choosing recruitment channels, we also need to consider the regional characteristics and industry characteristics of enterprises. Build a hierarchical and systematic recruitment network. We should also pay attention to establishing contact with recruitment agencies and schools to ensure the timely delivery of talents needed by enterprises. You can discuss how to improve your talent pool with recruitment agencies such as recruitment websites and magazines, or you can contact the candidates recommended by everyone. All these require enterprises to constantly explore their own recruitment models in practice.
Formulation of recruitment process
The first step, the employing department fills in the recruitment application. The boss just wants to send people away. As for whether it can be completed, that is something that the department manager should consider. At this time, the department manager is like a contractor. People's projects are predetermined, and in a limited time and quantity, the results are important. Can you do it? Write reasons, write plans, submit applications, and convince the boss to increase personnel costs because of your incompetence.
The second step is to define job responsibilities and formulate job descriptions. To put it bluntly, it is to find out who to recruit, how much money to take, how much work to do, how much administrative resources to occupy, who to report to, who to apportion, who are external customers and who are internal service targets.
The third step is internal personnel coordination. The boss looked at the job description-well, what can Lao Zhang do without a way? Don't keep him idle all day, transfer him to do this. So there is one less job opportunity in the market. Attention! Their temporary workers, part-time workers, short-term workers, interns and volunteers are all within the "internal" scope. Now you know the importance of internship.
The fourth step is to make an external recruitment plan. Finally, when it comes to the steps related to students, if the internal coordination fails, the person in charge of recruitment needs to find a fast, cheap and reliable recruitment method. Based on these considerations, he will:
1. First, ask their colleagues and friends if they know anyone. Therefore, relationship recommendation is the most effective way to apply for a job;
2. Ask his colleagues and friends if they have heard of the right candidate. This is called circle recruitment method, which is very popular recently.
3. Contact the University Employment Office, ask the teacher or hold a campus job fair directly. (low cost and reliable source);
4. Make an announcement in the official media of the enterprise. (Generally, corporate official website attracts people who pay attention to them);
If there are few positions and high requirements, find a well-known and familiar headhunting company. (energy saving);
6. If the number of recruits is large and the requirements are low, contact the manpower dispatch company. (avoiding recruitment risks);
7. Advertise through the recruitment website. (Usually, enterprises will have "annual cards", which are not used for nothing and have a wide range);
8. Participate in social job fairs. Need to deploy personnel, arrange time and spend money, but the effect is still not good.
The fifth step is to publish the recruitment information in the selected way. Please note: most personnel managers have very heavy daily work, and they are not majoring in Chinese or advertising, so please forgive me for using "working language" unfamiliar to students in recruitment requirements. For example, when they say "two years of work experience", they actually accept fresh graduates. You can understand their true meaning after working for a few years. Before that, you can ask someone familiar with this field to help you "translate".
Step six, collect and screen the application materials. Usually, he accepts resumes (a few of them answer "special" calls) and decides who to invite for an interview according to his criteria-reminding everyone that if he is facing the position of fresh graduates, it is usually the recruiter who has short working hours to handle this kind of "manual work" or even ask the young lady at the front desk for help, which is very common in small and medium-sized enterprises.
The seventh step is the first interview of the personnel department. There will be a special introduction about this part. It is worth noting that many people don't care. It is not surprising that the telephone call before the interview eliminated 15% of the candidates in this tiny link.
The eighth step is the re-examination of the specific employing department. Some units will change this link in advance or simply change the initial personnel test, because you will follow them in the future. My advice to freshmen is to treat them as the class teacher you want to please, which will get you used to it.
The ninth step is to lead the final audit. Don't get me wrong, although you are going to take part in this "final examination", it is actually the boss who is evaluating the work results of the personnel manager, so you just need to keep your "daily work" and don't expect you to impress him. That thing depends on life
The end and evaluation of the interview
4. Establish a scientific talent introduction mechanism.
Companies are not as good as large enterprises in terms of corporate reputation, salary, working environment and talent growth opportunities, so it is necessary to carefully consider and plan the talent skills and knowledge system needed by enterprises before recruitment. To ensure good recruitment, we must strictly follow the scientific recruitment procedures, be fair and just, and find talents because of posts, not lack of people. Based on the principle of choosing "suitable talents" instead of expecting the best talents, we should understand that "suitable talents are more important than talents". In addition, employees can display their talents in an open and equal environment and stimulate their enthusiasm to the maximum extent. Only when employees' personal interests are guaranteed under a standardized system can it help to establish a mutual trust relationship between employees, which can not only retain talents, but also encourage employees to continuously learn business knowledge, strengthen enterprise management and better serve enterprises. This can not only improve the efficiency of the enterprise, but also make employees have more confidence in their own development in the enterprise under the protection of the system. A scientific and efficient introduction mechanism requires employers to attach importance to academic qualifications, not just diplomas, abilities and personal qualities, so as to be meritocratic and meritocratic. Efforts will be made to form a flexible employment mechanism of "those who are able to go up, those who are flat will give way, and those who are mediocre will go down", so that everyone can find their place in the enterprise and create more value for the enterprise.
I copied it from the computer. I used it.