Recruitment is a routine work of enterprise human resource management, which can be said without hesitation, and it is also a work that HR people are struggling with at present.
With the rapid development of economy, enterprises are also facing increasingly fierce market competition. There is no doubt that "the competition of enterprises is, in the final analysis, the competition of talents". Recruitment is the most basic and important means for enterprises to acquire and supplement talents. Then, we can also say "alarmist": "The competitiveness of an enterprise depends largely on its recruitment ability!"
Needless to say, in human resource management, any enterprise will first face the process of how to obtain the needed talents. Therefore, the "good" and "bad" recruitment work not only determines whether the enterprise can attract outstanding talents, but also affects the flow of the whole human resources. Recruitment is an important part of enterprise human resource management and an important form of enterprise human resource investment. The effective implementation of enterprise recruitment is not only related to human resource management, but also plays a vital role in the overall operation of enterprises.
Especially since the two sessions this year, the state has been adjusting its policies, which has a great impact on the future development of enterprises. From the perspective of enterprises, there are opportunities, challenges and burdens. The biggest burden is that the cost of human resources is bound to increase substantially! Take Shenzhen as an example. This year's minimum wage has been 1808 yuan, and it has been raised to varying degrees all over the country, and it is bound to be raised every year in the future. I believe that the increase will be even greater, which shows the labor cost pressure of enterprises. Therefore, as HR, it is necessary to constantly improve and optimize recruitment and improve the "quality" and "performance" of recruitment.
At present, it is another graduation season, and a large number of fresh graduates have begun to embark on the "journey" of job hunting after graduation. In another month or so, it will be the recruitment season of "Golden September and Silver 10" that we often say. Facing the current "market" situation of human resources, as HR, we must keep pace with the times, make timely improvements in recruitment and constantly optimize the effectiveness of recruitment.
So, where should we start to improve the optimization? How to optimize it specifically?
As we all know, the whole process of recruitment actually begins with human resource planning, and can't be really completed until the probation period of employees ends. Therefore, I think we must start from the "source" and basic work, keep pace with the times according to the company's development strategy and the market situation facing the company, comprehensively upgrade and optimize the entire human resources market, and make the recruitment work "fruitful". So this year, we began to improve and optimize the whole recruitment system from the human resources planning. Specifically, do it from the following aspects:
1, grasp the correct direction and do a good job in the preliminary work.
Recruitment, not simply think that according to the needs of business departments, it is ok to recruit people, but it should be suitable for yourself like a big girl's "spouse selection", and it is not necessary to find "Gao Fushuai". Finding a "match" is a successful "spouse selection". Therefore, we must grasp the "scale" of our company in the direction and purpose of recruitment. Neither overqualified nor overqualified, otherwise it will not only increase the cost of human resources, but also bring huge losses to the sustainable development of enterprises. "Fit" is the most important thing. Therefore, the preliminary basic work is particularly important.
This year marks the 30th anniversary of the founding of our company, and we plan to expand the scale next year. Therefore, the previous human resources planning has not adapted to the needs of development, and it must be optimized in the following aspects in order to modify the planning, make a clear direction and have a clear goal.
(1) Adjust the human resource planning. Human resource planning is an important part of enterprise planning and the starting point and foundation of various human resource management activities, which directly affects the quality and efficiency of human resource management. According to the current market forecast, we will start with short-term planning adjustment, start with tactical planning and management planning, and mainly adjust departmental planning and project planning to make the business planning of human resources more in line with the company's reality. Adjust the post preparation plan, personnel supplement plan, personnel allocation plan, promotion plan and retirement plan in advance.
(2) Reanalyze some positions. Job analysis is the basis and premise of all functions of modern human resource management. In view of the new and adjusted positions in the company, a comprehensive and in-depth job analysis is carried out to form a high-quality job description, which can fully understand the characteristics of post work and the requirements for employees and lay the foundation for recruiting, selecting and appointing qualified personnel.
(3) Redefining the competency standard of key positions. Although the job description contains job requirements, it is far from enough for some key positions and lacks deep-seated quality requirements, which can not effectively support the selection of personnel. Therefore, for some key positions, it is necessary to revise and improve the post competency model, and at the same time, on the basis of clarifying the competency types, it is clear that different positions have different requirements for the same quality type.
2. Clear division of responsibilities and strengthen recruitment organization and management.
In modern enterprise management, recruitment is not only a matter for human resources department, but also more and more decisive for employing department. The employing department is directly involved in the whole recruitment process, and is in an active position in the recruitment process. And our human resources department plays a more important role in organizing, guiding and serving in the recruitment process.
This pattern change sometimes confuses responsibilities and shirks responsibilities, thus affecting the "performance" of recruitment. Therefore, it is necessary to strengthen the organization and management of recruitment and further clarify the division of responsibilities between the employing department and the human resources department in the recruitment process. Therefore, the establishment of a recruitment team with the human resources department as the core, strengthening the training of the recruitment team and improving the quality level of recruiters are the guarantee to ensure the smooth and effective recruitment in the future.
3. Develop both inside and outside, and diversify recruitment channels.
Traditionally, most people think that recruitment is generally external, but in fact, internal employees are also candidates for vacant positions, which have more advantages and strengths than external employees to some extent (and also have the function of motivating employees to some extent). Therefore, according to the development needs of the company, we will increase internal recruitment on the basis of the original internal recruitment. At the same time, further expand external recruitment channels. It is necessary to study both inside and outside, and maximize the internal and external recruitment channels.
Internal recruitment measures mainly include: internal open recruitment, internal promotion, job rotation, internal staff recommendation, etc.
The external recruitment measures mainly include: overseas recruitment, recommendation and self-recommendation according to the needs of the company on the basis of various common recruitment methods; At the same time, the use of modern information technology targeted recruitment; In addition, strengthen the company's own official website construction, improve the company's official website recruitment page, and enhance the company's attractiveness.
4. Improve the system and optimize the recruitment process.
Recruitment is not a simple recruitment, but a closed system with more contents, which can be said to be a complete system flow. Standardized recruitment system and process can standardize the division of responsibilities between human resources department and employing department, standardize the behavior standards of each link, effectively avoid the interference of randomness and human factors, and ensure the smooth progress of recruitment activities, so as to recruit high-quality talents who meet the post requirements for enterprises. Therefore, perfecting the system and constantly optimizing the recruitment process plays a decisive role in the recruitment performance of enterprises.
Starting from five aspects: basic work (planning, position analysis), recruitment (planning, approval, information release, accepting applications), selection (preliminary screening, written examination, interview and other tests), employment (background investigation, physical examination, probation period, employment decision) and evaluation, we will comprehensively optimize the existing "defects" so as to strive to accept recruitment.
5. Establish risk awareness and scientifically evaluate the selection and employment.
Companies need to spend a lot of tangible or intangible human, financial and material costs when recruiting. Especially with the increasingly fierce competition in the talent market, this recruitment investment will increase. Therefore, in view of the company's investment, our human resources manager must be careful. This also requires us to establish risk awareness in recruitment, adopt scientific and effective methods to select talents, and ensure that the company's investment receives good "benefits".
At present, many enterprises (including our company) especially favor those candidates who are in the Fortune 500, well-known large enterprises and even have the working background of multinational companies, hoping to make up for the shortcomings and "defects" of the company's internal personnel with such people (it is not excluded that they sometimes advertise themselves or deliberately create gimmicks). It is a fact that experience is valuable. With the experience of predecessors, enterprises can take fewer detours, but relying too much on experience may not be a good thing. Because the company's past experience may not be suitable for the current company, it is even more unknown whether it can match and integrate with the current company culture (there is a proverb called: "A borrowed fire does not light its own light", which deserves our consideration). Moreover, if the candidate is wrong, the follow-up work will also make mistakes, resulting in immeasurable losses. Therefore, we must change our ideas, abandon blind "worship" and re-improve and optimize the evaluation criteria for selecting and employing people according to the actual situation of the company.
We will comprehensively evaluate the experience, ability, personality and attitude of job seekers through application forms, interviews and evaluations, and at the same time pay more attention to deep-seated factors such as personal characteristics and motives, and dig more hidden and soft things, thus having a positive impact on employees' long-term development incentives and performance, thus strongly supporting the company's development.
I remember Buffett said a point: "If a person is smart and enthusiastic, but lacks integrity, it may ruin the whole career. When you recruit employees in key positions, the cost of mistakes may be large enough to end your business. " It can be seen that avoiding recruitment risks is an important step in enterprise human resource management.
In view of this, our future recruitment standards should pay more attention to: don't be the best, only choose the most suitable!
6. Strengthen the management of probation period to ensure effective selection and retention.
After the recruitment of personnel is in place, in fact, the real selection work has just begun, and the main link lies in the probation period management. Probation period is to examine a person's performance in practical work, and to evaluate whether his comprehensive quality matches the competency standard of the post according to his performance. Only by passing the probation period can we determine whether the recruited talents are qualified for the post and meet the requirements of the company.
Therefore, on the original basis, we will further standardize the probation management system, implement the "Quick Integration Scheme for New Employees", establish the "Help and Guidance System for New Employees", strengthen the induction training and counseling for new employees, improve the retention rate of probationary personnel and reduce the recruitment cost.
The management process of probation requires the close cooperation between human resources department and employing department. It can be said that the human resources department is not only responsible for management, but also for guidance. The human resources department should not only "help the horse" but also "send a ride". It is necessary to carry out induction activities for new employees and assist the employing department to formulate reasonable probation assessment contents (including key performance indicators and behavior indicators, etc.). ), trainee assessment methods, etc. Finally, the basis of employment decision-making is formed-probation assessment report, so as to complete the selection and employment of the whole recruitment.
7. Do a good job in evaluation and summary to facilitate continuous optimization and improvement.
After the recruitment, the recruitment activities should be evaluated and summarized in time. Through the evaluation and summary, we can see whether our recruitment purpose has been achieved. Is the recruitment channel effective? Is the recruitment process smooth? Is the method of talent evaluation scientific? What is the management effect of the probation period, and so on? These problems need our careful evaluation and summary and timely feedback.
In this regard, we should "expose our own scars" on the basis of previous practices, take the initiative to review the "retreat" practices that only focused on qualitative and superficial recruitment effects in the past, and only focused on whether to find suitable candidates in a certain period of time and arrange them in vacant positions as the basis for measuring recruitment quality, increase the quantitative and rational understanding of recruitment performance appraisal, and pay more attention to "pragmatism" such as recruitment quality, customer satisfaction, time investment and cost investment.
The evaluation of recruitment effect can help us to reflect on the problems existing in the recruitment process and form a clearer understanding of recruitment, so as to sum up experience, learn lessons, constantly optimize and improve, improve recruitment efficiency and contribute to the rational allocation of enterprise resources.
8. Pay attention to the recruitment details and shape the recruitment culture of enterprises.
Enterprise recruitment is an effective way to publicize the employer brand and the best window to spread the employer brand of the company. Every word and deed of the recruiter represents the attitude of the enterprise towards people and things. In the past, we often emphasized the requirements for recruiters and ignored other factors, which was far from enough. Pay more attention to all details in the future. For example, from notifying the interview, from the applicant entering the company gate, to the front desk reception and so on. By the end of the application, as long as the relevant department personnel contacted by the applicant, the etiquette reception and other details of the whole recruitment should be standardized.
At the same time, in the recruitment process, it is especially necessary to highlight the company's humanistic care and reflect the company's corporate culture. For example, for people who are not suitable for the company (or have suitable candidates), don't rush to send people away in three to five minutes, but also talk for a period of time to make them gain something and leave a good impression on the company (because candidates may have to go back and forth for four or five hours, so they should be worthy of and grateful for others' efforts); For those who have not applied, we must politely refuse, send a polite notice of refusal and so on. We should pay attention to details in the whole recruitment process, truly embody the concept of "people-oriented" human resource management, and form and carry forward our recruitment culture.
Corporate culture is the core competitiveness of enterprises, and on the basis of corporate culture, shaping the recruitment culture of enterprises will certainly play an inestimable role in building a good employer brand of enterprises.
In a word, recruitment is a routine work of enterprise human resource management, and it can also be said without hesitation that it is also a work that HR people are struggling with at present. Therefore, our human resources managers should adjust in time, constantly improve and optimize the recruitment management system of enterprises, improve the accuracy of recruitment, maximize the recruitment objectives, and meet the needs of continuous development of enterprises.
Finally, I want to end today's sharing with a sentence from my former teacher GAI: "Human resource management is the work of doing people's hearts, that is, the work of conscience." As an HR, in human resources management, especially in recruitment, we should devote ourselves to the humanistic care behind the professional ethics of human resources work, and warm every job seeker on the road with the noble brilliance of human nature and the virtue of "being as good as water".