General characteristics and functions of recruitment

recruitment and allocation of personnel

section 1 implementation of employee recruitment activities

1. recruitment channels for enterprise personnel supplement: external recruitment and internal recruitment (promotion).

Second, the characteristics of internal recruitment (advantages and disadvantages)

Advantages: ① high accuracy; ② Adapting quickly; ③ Strong motivation; (4) low cost; ⑤ Low turnover rate.

Disadvantages: ① Contradictions and adverse effects caused by unfair handling and improper methods; ② Inbreeding is easy to inhibit innovation; ③ The grassroots are promoted step by step, and they are too old to take risks.

Third, the characteristics of external recruitment (advantages and disadvantages)

Advantages: ① bringing new ideas and methods; (2) is conducive to the recruitment of first-class talents; ③ The role of establishing image.

Disadvantages: ① The screening is difficult and takes a long time; ② Slow entry into the role; ③ The recruitment cost is high; ④ The decision-making risk is high; ⑤ Affect the accumulation of internal employees.

fourth, the main steps of selecting recruitment channels

first, analyze the recruitment requirements of the unit; Second, analyze the characteristics of potential candidates; Third, determine the suitable recruitment sources; Fourth, choose a suitable recruitment method.

v. The main procedures for participating in the job fair

First, prepare the booth, second, prepare the materials and equipment, third, prepare the recruiters, fourth, communicate with the co-organizers, fifth, publicize the job fair, and sixth, work after the job fair.

VI. Main methods of internal recruitment

1. Recommendation method (such as supervisor recommendation or acquaintance recommendation, the reliability and success probability are high, but it is easily influenced by the subjective factors of the recommender)

2. Announcement method (such as posting posters on the window bar or posting on the intranet within the enterprise) is especially suitable for the recruitment of ordinary employees. It can make more people in the enterprise understand the information, but it takes a long time)

3. Archives law (finding suitable personnel from employee information database to fill vacant or newly added positions)

7. Main methods of external recruitment

1. Publishing advertisements (two key issues: first, how to choose media; Second, how to design the advertising content)

2. With the help of intermediaries (including talent exchange centers, recruitment fairs, headhunting companies, employment agencies, etc.)

(Problems to be paid attention to when adopting the recruitment fair method: understand the grade of the recruitment fair; Understand the target audience of the job fair; Pay attention to the organizers of job fairs; Pay attention to recruitment information publicity. )

3, campus recruitment (note four: to understand the employment policies and regulations of college students; There should be countermeasures to deal with the phenomenon of "two feet on two boats", such as signing agreements and alternative substitutes; It is necessary to give students career guidance and correct students' misconceptions such as being practical; Be prepared for the questions that students are interested in)

4. Online recruitment (advantages: low cost, convenience, wide choice, no time and space constraints, and more convenient and standardized information processing)

5. Acquaintance recommendation (features: reliable understanding, promoting work, low cost, but easy to appear nepotism; The scope of application is wider.

VIII. Preliminary screening methods for candidates: written test, resume screening and application form screening

1. Features (advantages and disadvantages), scope of application and precautions of written test

Features of written test: The advantage is that many test questions can be produced in one written test, which can increase the reliability and validity of knowledge, skills and abilities; It can screen large-scale applicants with high efficiency; The pressure of applying for a job is small, and it is easy to play the normal level; It is more objective to calm down the results. The disadvantage is that the attitude, morality, management ability and oral expression and operation ability of the candidate can not be comprehensively investigated.

scope of application: only applicable to primary elections.

Pay attention to the following questions: first, whether the difficulty of the proposition is appropriate; second, determine the marking rules; third, mark the paper and check the results.

2. Methods of selecting resumes

① Analyze the resume structure (reasonable structure, highlighting experience, and no more than two pages)

② Examine the objective contents of the resume, such as personal information, educational experience, work experience and personal achievements

③ Judge whether it meets the requirements of post technology and experience

④ Review the logic in the resume

⑤ Overall impression of the resume

. (2) Pay attention to the problems related to occupation, and analyze the motivation for job hunting and the reasons for leaving; (3) indicate the suspicious place, in case of in-depth inquiry during the interview.