The meaning of recruitment certificate

In today's society, talent is the primary productive force. For enterprises, the selection and training of talents has become the most urgent task. Therefore, recruiting talents suitable for company positions has become a new proposition and challenge for enterprise human resource management. This paper discusses in detail the basic content and research status of foreign employee selection methods, as well as the current situation and shortcomings of domestic enterprises, and puts forward an effective selection process that is worth studying. Research status and basic contents of 1 enterprise employee selection methods at home and abroad. 1. 1 the meaning of choice. Selection is to select the appropriate selection methods and procedures according to the characteristics of the positions to be recruited, so as to ensure the best match between positions and personnel at the lowest cost. The content of 1.2 selection (1) ensures the scientific standard of selection; (2) according to the nature and characteristics of the organization and the requirements of the job, choose the appropriate technology; (3) Make a selection decision to ensure the best match between the position to be hired and the final candidate. 1.3 General methods in the selection process at home and abroad. 1.3. 1 psychological test method (1) The meaning of psychological test method. Psychological testing method is based on standardized experimental tools, such as scales, to trigger and stimulate the response of subjects. The results of trigger reaction are recorded by the subjects themselves or others, and then processed, quantified, described the trajectory of behavior and analyzed the results by certain methods. Quantitative analysis of the psychological phenomenon or quality of the subjects. With the development and wide application of computer technology, there is an obvious trend of computerization in the field of psychological testing. (2) Test method. Intelligence test: the measurement of cognitive function; Perception, spatial awareness, language ability, digital ability, memory, etc. Personality test: mood, personality, attitude, work motivation, morality, values, etc. Mental health test: measure the applicant's outlook on life and values. Professional ability test: measure the professional ability of candidates for enterprise management needs. Career interest test: test the applicant's interest in career. Creativity test: fluency, flexibility, exquisiteness, sensitivity and originality. 1.3.2 evaluation center method (1) the meaning of evaluation center method: evaluation center method is an evaluation method that creates a simulated management system or work scene, brings the testee into the system, and adopts various evaluation techniques and means to observe and analyze the psychology and behavior of the testee under the pressure of simulated work situation, so as to measure its management ability and potential. (2) Common methods Common methods: file basket processing; Leaderless group discussion; Role-playing; Management games. 1.3.3 observation and judgment method (1) meaning observation and judgment method is a method to judge the intrinsic quality and ability of the tested person by observing their behavior and reaction as the basic means. It aims at evaluating the quality of personnel, and carries out evaluation activities on the basis of observation with the help of certain scales (2) event recording method and key event method; Checkable descriptive scale; Observation and evaluation scale; Personal presumption table; Background check. 1.3.4 The paper-and-pencil evaluation method is an important tool to evaluate the knowledge level of candidates. By designing related test questions, the basic knowledge, professional knowledge, management knowledge, comprehensive analysis ability, logical reasoning ability and written expression ability of candidates are investigated. 1.3.5 meaning of interview method (1). Interview is one of the most common selection methods. Interview can understand the candidate's personality and intelligence by talking to the candidate and asking questions, and can evaluate the subjective aspects of the candidate. Can comprehensively evaluate the comprehensive quality of candidates. (2) Common interview methods. Situational interview: the interview topic is mainly composed of a series of hypothetical situations, and the interviewer is evaluated by evaluating the response of job seekers in these situations. A. Competency interview method: examine how job seekers achieve their goals. B. Series interview method: several examiners interview job seekers, and each examiner conducts evaluation according to the standard evaluation form, and then comprehensively compares and analyzes the evaluation results of each examiner, and finally makes a decision on employment. C. Group interview method: Several examiners form an interview group to ask non-repetitive questions from different sides and ask job seekers to answer them. D. stress interview: Examiners examine job seekers' reaction to work pressure by deliberately creating a tense atmosphere. 1.4 current situation of domestic enterprise selection 1.4. 1 lack of planning. First of all, we must determine the strategic goal of enterprise development, and clearly point out it when formulating human resources planning, so as to determine what kind of employees are needed for each position of the enterprise. At present, many domestic enterprises lack planning in staffing, which is manifested in not combining the short-term and long-term goals of enterprises, only paying attention to the immediate personnel needs, and failing to foresee the possible changes and development of enterprises, leading to mistakes in recruiting talents and wasting enterprise resources and costs. 1.4.2 The post qualification is not targeted. At present, many domestic enterprises lack human resources planning and have not formulated a recruitment standard. When applying for a job, the employing department did not specify what kind of talents are needed, and the personnel department did not specify this standard. The personnel department drafted the recruitment notice with the common public standard. There is no research, discussion and definition of job qualifications, so it attracts all kinds of job seekers and talents at all levels are readily available, which increases the workload of resume screening and reduces the interview probability of suitable candidates. The low efficiency and quality of recruitment failed to meet the expectations of many job seekers. 1.4.3 The interview process is unreasonable. At present, the interviews of some domestic enterprises generally go through two procedures: the initial test and the second test. The human resources department is responsible for the initial test, and then the employing department will conduct the second test. Generally, candidates who pass the initial examination and re-examination will be hired. Moreover, usually, in the setting of interview questions, the examiner has basically not considered it carefully, and generally asks questions at random. As for the purpose of the question and the quality of job seekers, the examiner himself is not very clear; In the interview process, the most important thing is that the interviewer often makes a judgment according to the preference of "first impression". If the impression is good, ask more questions, otherwise, end the interview hastily. This has caused a great deviation in hiring talents who truly meet the needs of enterprises and positions. 1.4.4 The evaluation system is not scientific. Many times, the employer decides whether to hire a person according to the examiner's feelings, rather than systematically evaluating whether a person has the ability to become an effective member of the company. If we only use certain skills to measure people's value, rather than attitude, behavior and values, then people will inevitably feel disappointed after being hired. After all, skills can be cultivated through relevant training, and people's personality and values are difficult to change easily. Therefore, in the construction of talent evaluation system, there are few professional and mature evaluation systems for local enterprises in China, including the so-called top 500 enterprises in China. 1.4.5 The employment decision is too hasty and subjective. At present, most of the employees recruited by Chinese enterprises are grass-roots employees, and the employment decision is relatively simple, because there is a strong job correspondence in employing people, such as front-line operators, and the purpose of recruitment is very clear. However, when recruiting management positions, especially higher management positions, due to the imperfect evaluation system or inconsistent evaluation opinions, there may be situations in which there are multiple suitable candidates for each recruitment position, or job seekers are suitable for multiple positions, and the differences between recruitment candidates are not obvious. At this time, the employment decision-making is more complicated and it is impossible to make a simple employment decision. Enterprises generally adopt "whoever has the highest status has the final say" to solve this problem. As long as the leaders like it, they can use whoever they say, and other departments are also very relaxed. This decision is correct, which is a good thing. If the decision-making is wrong, the whole recruitment process may fall short, which will not only cause huge economic losses to the enterprise, but also hinder the development of the enterprise. 1.4.6 misunderstanding of selection method based on competency model Mackley first put forward the concept of "competency", and after long-term research, put forward competency model and its analysis and evaluation method. With the continuous improvement of human resource management and practical ability of enterprises in China, this concept has also been introduced, and most enterprises adopt the selection method based on competency model in recruitment. But when this method was introduced, the understanding of this concept was also biased. At present, there are two main misunderstandings in the definition of competence in China: (1) equate post competence with post qualification, and think that you must have post competence before you can work. For example, we often see the words "bachelor degree, XXX major, CET-6, computer level 2, more than one year relevant work experience" and so on in the recruitment information. These are the qualifications of the post, that is to say, if you don't have these qualifications, no matter how strong your working ability is, you have no chance to be selected. This is a very common phenomenon, but it completely violates the connotation of competence. Because the qualification requirements do not guarantee that personnel will have excellent performance in their posts, it is to distinguish the poor from the average, not the average and excellent talents. Now many enterprises are doing this, and they need to improve on the basis of a good understanding of the meaning of "ability". (2) All the characteristics of excellent personnel belong to the category of post competence. In fact, after all the characteristics of excellent students are classified into the category of post competence, it is difficult for enterprises to recruit talents because they set the threshold too high. On the other hand, talents with excellent knowledge and skills and excellent background may not be successful. Summarizing the above problems reflects that domestic enterprises lack a certain professional level in determining selection criteria and quality evaluation, which affects the progress of human resource management and restricts the development of enterprises. Through the study of various selection methods proposed at home and abroad, we can find that each method has its advantages and disadvantages, so how to combine these methods and propose an effective selection process is a problem worthy of our study. 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