Classic recruitment cases

Classification: Education/Science >> Vocational Education >> Vocational Training

Problem description:

Recruitment case

NLC Chemical Co., Ltd. is a multinational company. With the expansion of production business, in order to manage and develop the human resources of the production department more effectively, at the beginning of 2000, the general manager of the branch called Yu Xin, the manager of the production department, and Wang Jianhua, the manager of the human resources department, to the office to discuss the establishment of a personnel assistant position in the production department, whose work is mainly the coordination between the production department and the human resources department. Finally, the general manager said that he hoped to find talents through external recruitment.

After leaving the general manager's office, Wang Jianhua, the manager of human resources department, started a series of work. In the selection of recruitment channels, Wang Jianhua, the manager of human resources department, designed two schemes:

The professional media recruitment fee in this industry is 3500 yuan. The advantages are: the counterpart ratio will be higher and the recruitment cost will be low; Disadvantages: the propaganda of enterprises is small.

Another plan is to do recruitment in the mass media at a cost of 8,500 yuan; The advantages are: the enterprise has great influence; Disadvantages: the proportion of non-professional talents is very high, the workload of early screening is large, and the recruitment cost is high; Initially choose the first option. After reading the recruitment plan, the general manager thinks that the company is in the initial stage of development in Chinese mainland and should not miss any opportunity to promote the enterprise, so he chooses the second plan.

The content of the job advertisement is as follows: Your employment opportunity is in Netton Company under NLC Chemical Co., Ltd., position 1: For the human resources supervisor of the production department who wants to develop rapidly in new industries, he is responsible for the coordination between the production department and the human resources department and seize the opportunity! Full of confidence!

Please send your resume to the human resources department of Netton Company.

Within a week, the human resources department received more than 800 resumes. Wang Jianhua and HR staff screened out 70 valid resumes from 800 resumes, and after screening, five people were left. So he went to the office of Yu Xin, the manager of the production department, and gave the resumes of these five people to Yu Xin, asking Yu Xin to make an appointment for an interview directly. After screening, department manager Yu Xin thinks he can choose from two people-Li Chu and Wang Zhiyong. They compared the information of two people as follows:

Name/gender/education/age/working hours/previous work performance/results

Li Chu, male, with a bachelor's degree in business administration, is 32 years old. He has 8 years' experience in general personnel management and production. He has performed well in the first two jobs and can be hired.

Wang Zhiyong, male, with a bachelor's degree in business administration, has 32 or 7 years' experience in personnel management and production. He has worked in two units before, and the first supervisor has a good evaluation. He can be hired without the evaluation data of the second supervisor.

As can be seen from the above data, the basic data of Li Chu and Wang Zhiyong are similar. However, it is worth noting that Wang Zhiyong was not evaluated by the previous company director during the recruitment process. The company informed both of them and waited for the notice in a week. In the meantime, Li Chu has been waiting for good news; Wang Zhiyong called Wang Jianhua, the manager of human resources department, several times, thanking him for the first time and expressing his strong desire for the job for the second time.

After repeated consideration, Yu Xin, the manager of production department, came to the manager's office of human resources department to discuss with Wang Jianhua who can be hired. Wang Jianhua said, "Both candidates seem to be good. Which do you think is more suitable? Yu Xin: Both candidates have passed the qualification examination. The only problem is that the director of the second company in Wang Zhiyong provides too little information, but even so, I don't see any bad background. What's your opinion? Wang Jianhua said, "Good. For the manager, it is obvious that you and I both have a good impression on Wang Zhiyong's interview performance. He is a bit tactful, but I think it will be easy for me to cooperate with him. I believe there will be no big problems in my future work. Yu Xin: Since he will cooperate with you, it's up to you to make the final decision. "So, finally decided to hire Wang Zhiyong.

Wang Zhiyong has been working in the company for six months. During his work, people noticed that Wang Zhiyong's work was not as good as expected. He often fails to finish the assigned work on time, and sometimes even shows incompetence, which causes complaints from management. Obviously, he is not suitable for this position and must be dealt with. However, Wang Zhiyong is also very aggrieved: after working in the company for a period of time, the company environment and various aspects described by the recruitment are not the same as the actual situation. After entering the company, the original salary has been reduced. The nature of the job is also different from that described in the interview, and there is no formal job description as the basis of the job.

So, whose problem is it? How to solve it?

Analysis:

Set up a position of handling personnel assistant in the production department, which mainly coordinates the production department and the human resources department.

I don't think it is appropriate to use external recruitment for this position! And the internal job fair is better!

First of all, the function of this position is mainly the coordination between the production department and the human resources department, and it is best to use insiders for the coordination between the production department and the human resources department.

Secondly, insiders are familiar with the company.

Here are the advantages of internal recruitment. ......

Therefore, the mistake in this case is that the decision of external recruitment was made at the beginning.

The above content is offensive reference!