The company recruited 10 people, and came 120 people. How should HR choose?

In China, the entry threshold of human resources is relatively low. Many people think that no matter what major they study, they can get started in a few months as long as they are willing to come in, especially in other business departments of the company. They think that human resources work is nothing, and may do better than full-time human resources personnel! Then, as a professional human resource management practitioner, how can we make our work different and how can we play a good role in human resource management? Taking recruitment as an example, the author throws a hole in measuring the job index of HR recruitment.

1. The recruitment plan should be controlled. Recruiters must first clearly understand the annual recruitment plan of the enterprise. For example, according to the overall development needs of enterprises, how many people should be recruited each year? What are the departments with the largest number of recruits and what is the proportion of the total number of recruits? In which departments are there more jobs? What is the average monthly employment? What is the average annual turnover? Wait a minute. These questions. At the same time, in order to ensure the effectiveness of the recruitment plan, it is necessary to communicate with the person in charge of the employing department regularly to keep abreast of personnel changes.

2. Recruitment channels should be comprehensive and smooth. The recruitment channels should be comprehensive, that is, the recruitment methods should be diversified. The four most commonly used are online recruitment, campus recruitment, employee recommendation and on-site recruitment. Of course, there are other newspapers, magazines, trade associations and so on. Smooth recruitment channels mean that recruitment channels should be effective and can achieve the purpose of recruitment. Otherwise, the recruitment channels can't achieve the purpose of recruitment, and it's useless to have more.

3. Recruitment expenses should be used effectively. In practice, the phenomenon of wasting recruitment expenses occurs from time to time. Recruiters always engage in on-site recruitment when the company is short of people. According to incomplete statistics, the direct cost of on-site job fairs alone is 400 ~ 500 yuan/time, and the cost of large-scale special events is more, which often costs thousands of dollars, excluding transportation, travel and accommodation.

4. Recruit people on time. No matter what form of recruitment is adopted, the final result depends on whether the candidate can be in place in time. The main work of this link should be done in eight words, namely: timely tracking and effective communication.

5. Recruit the right person. The best person is often not necessarily the most suitable, the key is whether this person is competent for his post and can do a good job. This requires recruiters to be more patient, careful, ask more questions, listen more and prepare more. Of course, it is best for recruiters to become "image ambassadors" of the company. At the same time, theoretically speaking, while recruiting others, it can also reflect the comprehensive quality and ability of the recruiter, including the company itself.

To sum up five points, the first three points are process indicators and the last two are result indicators. It is difficult for a recruiter to effectively achieve the above six points. However, if the recruiter can score 6 points well, there is no doubt that the recruitment work of this company is effective.