How to improve the management's attention to recruitment? Know almost

First, formulate feasible recruitment strategies. The formulation of recruitment strategy should be combined with the actual situation of the enterprise and the characteristics of the recruitment target, which usually includes: recruitment location strategy, recruitment time strategy, recruitment channels and methods selection.

Second, select talents scientifically. In personnel recruitment, if the enterprise does not choose the right person, it needs to spend more training expenses and time on new employees, which will increase the labor cost and affect the production and operation of the enterprise. Therefore, it is very important for the recruitment department to choose the right person and put it in the right position.

Third, promote the participation of the employing department in the whole recruitment process. In the traditional concept, it is generally believed that recruitment is the business of human resources department, and the employing department can enjoy it as long as it puts forward the demand for employment. In fact, because the working environment, leadership management style and employment concept vary from person to person, only the employment department knows best what kind of job seekers are suitable. Therefore, the recruitment department should constantly instill the concept of recruitment into the employing department and urge it to actively participate in the whole recruitment process-human resource planning, recruitment demand formulation, interview, employment and so on. The cooperation and support of the employing department determines the success or failure of recruitment.

Fourth, create a harmonious enterprise environment. With the development of China's economy, the phenomenon of talent flow is quite frequent. Recruiting talents into enterprises is only the first step to success, and "building a nest to attract phoenix" is the key to retaining talents. No matter how long employees have worked in the enterprise, the result is that the human resources department must make a new round of recruitment plan to fill the vacancy. Recruiting-leaving-recruiting again, once the human resources department falls into this strange circle, it will be exhausted; The loss of employees will directly lead to the decline of production efficiency and the loss of technology, and even cause a fatal blow to enterprises. Maintaining the stability of the workforce is a problem that mature entrepreneurs have always attached great importance to.