How to effectively recruit core employees

In human resource management, the first key task is to recruit and select the most suitable employees for enterprises. However, in the actual recruitment work, we often encounter three seemingly insignificant problems, which have a great impact on the recruitment quality of enterprises: 1. It is out of touch with the enterprise's strategy and human resource planning. In recruitment practice, the most common problem is that the demand for personnel is driven by the current emergency, rather than recruiting and deploying personnel in time on the basis of forward-looking human resources planning according to the company's strategic requirements. The most common situation is that when a job temporarily feels short of manpower, it immediately puts forward important people. 2. The arbitrariness of recruitment is too great, which is not only reflected in the vague requirements for personnel, such as the general requirements for applicants to be practical, but also reflected in the lack of detailed recruitment process. The actual operation is often just a rough recruitment process. 3. The subject of responsibility is not clear ■ Who is responsible for the recruitment of Wen/Zhao Libo? The two most common kinds of thinking are: entering people is what the leader has the final say, and the leader says who will do what he wants; Recruiting people is a matter for the human resources department. In order to solve these problems, theoretical and industrial circles have also designed and adopted various methods, but most of them are simple countermeasures, lacking simple but systematic solutions. Can there be a simple, clear and comprehensive scheme to get the best recruitment effect? We designed a frame table according to the recruitment process, hoping to use only a piece of A4 paper, with the process as the red line, to associate the key steps of recruitment with the core elements, so that the HR staff of the enterprise can learn, apply and optimize conveniently and quickly. 2. The recruitment process framework table is shown in table 1. Through the concise two-dimensional analysis framework table, the recruitment subject process is divided into four main links: preliminary preparation, candidate primary selection, multiple rounds of evaluation, employment decision-making and recruitment evaluation. The six elements related to each process-purpose, work content, main methods, person in charge, result form and deadline-are clearly defined. In this way, the form only uses a piece of A4 paper to connect the key points of the recruitment work. The main features of the recruitment process frame table are: 1. Clear the recruitment routing table. Through the recruitment process frame table, managers, interviewers and HR professionals can clearly understand the work content of each stage of recruitment, such as enterprise management 3,20/kloc-0,087, corresponding methods, responsible persons and other information, and structure the relationship between various elements, which not only plays the role of recruitment roadmap, but also ensures the integrity and systematicness of the whole recruitment work. A piece of A4 paper not only highlights the key points, but also forcibly deletes redundant information. 2. Highlight the recruitment focus. From the recruitment process frame table, it can be clearly found that the focus of recruitment is not the traditional interview or recruitment, but the preparation of recruitment. The preparation work of human resources professionals and their peers, such as matching the evaluation of required personnel with the company strategy and corporate culture; The number of required personnel, professional experience, personality characteristics and ability level; The quality of a lot of preliminary work, such as choosing the corresponding recruitment channels (such as campus, network, headhunting, etc.). ) directly determines whether the starting point of recruitment is correct, the fluency of the whole recruitment process, and whether the right person can be recruited at the right time and in the right way. 3. Process-driven high-execution recruitment process framework table constructs a complete and scientific system through the series connection of processes. A highly targeted recruitment process framework table can achieve a good communication effect. If the process defined in the frame diagram and the work contents and steps specified in each process are strictly implemented, high execution can be guaranteed, tedious and unnecessary interpersonal running-in can be eliminated, and ideal recruitment effect can be obtained. 4. The comprehensive and flexible recruitment system recruitment process framework defines the key elements of each process, but does not solidify the content of each element. On the contrary, it provides scope and focus for various innovations in recruitment. In fact, there are great differences between organizations. Employees who are most suitable for one organization may not be suitable for other organizations. Even in the same organization and different development periods, the required personnel are very different. These can be personalized in strategic matching and personnel characteristics, instead of all employees being a recruitment process. For people of different levels and occupations, we can design a targeted and effective recruitment process. Integrating the best practices of other enterprises and innovating the most effective recruitment and interview technology, the recruitment process framework table fully embodies systematic thinking, and also has strong innovation tension and expansibility. Three. The implementation essentials recruitment process frame table is a very practical tool. In use, we need to pay attention to two realization points: 1. Elements must have organizational characteristics. The framework table of recruitment process adopts a two-dimensional topological structure, in which the intersection of vertical and horizontal is an element that needs attention, but it is also the most suitable innovation goal for its own enterprise. The design of these elements must conform to the characteristics of their own organization. Table 2 takes a large insurance financial group and McKinsey, a famous strategic consulting organization, as an example, and makes a comparative analysis of "personnel demand characteristics analysis" and "recruitment channels". Readers can clearly see that although the recruitment frameworks of the two companies are basically the same, the elements in the frameworks are quite different. As can be seen from Table 2, because of the great differences between the two companies, even if they recruit the same type of personnel, their personnel characteristics and corresponding recruitment channels are also very different. 2. There is no best, only the most suitable process system. The recruitment process frame table is based on standardized and widely used recruitment information flow, which has strong universality. However, different enterprises should not simply copy the best practices of other enterprises, but should make matching analysis according to their own strategic requirements, enterprise development stages, human resource planning and other factors to ensure the internal consistency of each element. From the table 1, it can also be seen that for state-owned insurance groups, enterprises are in the rising period of development, so they need to pay more attention to the construction of management foundation, guard against systematic risks and strengthen the effective implementation of various tactical arrangements. Therefore, the focus of recruitment work is to complete the system construction and process standardization with the help of the recruitment process framework table. Steady and comprehensive is the key to its current success. For McKinsey, due to its years of construction, perfect management foundation and clear process and system, its current recruitment work focuses on local optimization (such as the refinement of personnel characteristics) and innovation of recruitment technology (such as fuzzy evaluation technology). It can be seen that the key to the success of the former is the construction of the system, while the focus of the latter is the improvement of the system. Without the best recruitment system, what suits you is the best. Note: A4 paper working method was put forward by Japanese manager Yukio Miki. This method concentrates all kinds of complicated related information on a piece of A4 paper, and manages daily work, thinking and meetings in the form of "tables". It is concise, practical, focused and efficient in information processing.