Conclusion As a college student, talk about how enterprises should do a good job in recruitment.

Recruitment is the primary link of human resources work, and it is a process that can attract qualified individuals in time and encourage them to apply for jobs arranged by the organization. Broadly speaking, recruitment includes internal recruitment (personnel adjustment within the organization) and external recruitment; Recruitment in a narrow sense, especially external recruitment.

Recruitment has the following characteristics:

1, timeliness. Recruitment activities are limited in time and must be valid within the specified time. Enterprises can not be on call, recruitment activities should precede the work itself, and the training process of personnel should be considered.

2. quantitative. Recruitment activities should be supported by adequate human resources. Therefore, recruitment activities should choose areas rich in human resources (both physical and virtual).

3. Qualification restrictions. The skills required for each specific job are different. Recruitment activities should provide job qualification information, and try to choose areas with high job awareness.

4. Two-way choice. Recruitment activities should follow the principle of "voluntary choice and consensus". Enterprises should consider the long-term nature of employing people, and should not "catch young men" or "cheat". Keeping them is fundamental.

Based on the above characteristics, recruitment activities must:

1, with clear recruitment plan and objectives. Recruitment is an important part of human resource management system, and recruitment activities should be carried out as planned under the guidance of enterprise human resource strategy. Construction of recruitment channels, selection of recruitment methods, recruitment time and quantity, interview procedures, recruitment standards, recruitment fees, etc. , must be considered comprehensively.

2. Closely combined with training. When employees come to work in enterprises from society or other organizations, there is bound to be a process of mutual adaptation and running-in Corporate culture, interpersonal relationship, business familiarity and so on. It takes some time. Training in place can shorten this cycle, generate benefits earlier and reduce labor costs.

3. Consider the acceptability of the enterprise. Enterprises should adhere to the principle of "what is suitable is the best", set too high a goal, and trap some useless high-quality materials, which can only serve as vases. In addition, "the soldiers and horses have not moved, food and grass come first", and new employees should coordinate their own food, clothing, housing and transportation. An enterprise is like a big container, and its production capacity is fundamental.

Recruitment itself is marketing. The products it sells are job opportunities closely related to corporate image and confidence in future development, while the goods it buys are people's labor ability and confidence in cooperation with enterprises.

With the arrival of lewis turning point, the oversupply of human resources has rapidly changed into the shortage, and the phenomenon of labor shortage has intensified, and the importance of enterprise recruitment has become more and more prominent, which has evolved into the core work of enterprise human resources departments. Whether or not to recruit people has become a major event that determines the survival and development of enterprises.

Second, the focus of the recruitment plan

As an important part of enterprise human resource planning, recruitment plan is the basic framework of enterprise employment, and it is also the objective basis, norms and methods of personnel recruitment, which can effectively avoid blindness and randomness in recruitment. Therefore, the recruitment plan must be guided by the enterprise development strategy.

The particularity of human resources requires the recruitment of enterprises to maximize their strengths and avoid weaknesses, and the publicity of enterprises and the image of recruiters are very important. Therefore, the recruitment plan should be as full, complete and prepared as possible. The overall recruitment plan has the following points:

1, the number of recruits. Demand, registration, interview and employment are all different concepts. Enterprises should make personnel demand plans according to development needs, and determine the number of applicants that must be attracted to reach the required admission rate according to recruitment experience.

2. Recruitment brochure. Recruitment brochure not only reflects a kind of talent demand information, but also a form of corporate image publicity. It should be concise, let potential candidates know the information they need, and it should be easy to contact and reduce communication costs. The form of brochures is eclectic, and the information dissemination function is its core.

3. Recruitment time. There is a time difference between the recruitment time and the recruitment time, and the recruitment activity can only be effective if it is completed before the specified time difference. Some positions have short time difference, some have long time difference, and some positions need long-term recruitment; The time difference in the preparation stage is slightly longer, and that in the normal stage is slightly shorter.

4. Employment standards. Different positions have different qualifications, so we should screen, interview and choose the best candidates according to the required qualifications when recruiting. There is a shortage of talents in some positions, and it may be necessary to relax the standards and downgrade. The recruitment plan should take into account the degree of relaxation of standards so as to be easy to master.

5. Channel selection. There are internal and external recruitment channels. In principle, internal priority, external assistance. When internal resources are insufficient or incapable, external recruitment is needed. Different talents come from different channels, so enterprises should straighten out and standardize external channels to facilitate operation.

6. Recruitment expenses. Everything has a cost. Recruitment costs mainly include: personnel costs (wages and benefits), business costs (advertising fees, information fees, telephone fees, transportation fees, etc. ) and management costs (office facilities, rental equipment and venue costs). The core is to recruit the right people as soon as possible with the least money.

The above recruitment plan should be balanced in order to get twice the result with half the effort.

Third, the recruitment channel construction

There are two kinds of recruitment channels: internal and external, of which external channel is the key. Under normal circumstances, enterprises need large-scale external recruitment in the initial stage or expansion stage, and the normal operation stage is a supplement to internal recruitment.

External recruitment has the following functions: ① supplementing junior positions; (2) acquire technology that existing employees do not have; ③ Obtain employees from different backgrounds who can provide new ideas.

Regular recruitment channels mainly include:

1, government labor department and human resources market.

The authority and mobilization ability of governments at all levels greatly affect the occupational mobility of workers, especially new enterprises, which need the cooperation of government labor departments. Units with a large amount of labor can consider establishing recruitment contact points in areas with high personnel density to recruit workers all the year round.

2. Vocational schools, colleges and universities.

This is the main source and fixed channel for skilled workers and reserve management talents. Many enterprises and schools have established school-enterprise cooperation, and campus recruitment is becoming more and more prosperous.

3. Competitors and other companies.

For a position that requires work experience, competitors and other companies in the same industry are a good channel, and it is also one of the recruitment channels that new enterprises rely on. The essence of enterprise competition is human resource competition. For prepared enterprises, competitors are training bases for skilled workers.

4. Unemployed people and laid-off workers.

At present, workers are highly mobile, and many qualified job seekers are unemployed or laid off for different reasons every day. It is the main recruitment channel for many labor-intensive enterprises for the unemployed and laid-off workers to re-choose jobs with low requirements. Unemployment does not mean incompetence. As long as they meet the post employment standards and "everyone is equal before opportunities", laid-off workers often have better performance.

5. Retirement of retired employees.

Retired employees have rich social experience, which can make up for some shortcomings of young employees. Many positions in enterprises are also suitable for retired employees to exert their residual heat. Retired employees of some large enterprises are highly organized and professional, and they are very popular in the human resources market.

6. Demobilized soldiers.

Every year, some demobilized soldiers are discharged or transferred to other jobs. For enterprises that emphasize organizational loyalty and high quality requirements, demobilized soldiers are a good source of channels.

7. self-employed workers.

Some positions in enterprises, such as marketing positions, management positions and professional and technical positions, are more suitable for individual workers with certain expertise. This is also a better channel.

8. Part-time staff.

Some jobs objectively have the possibility of part-time, and setting up special posts is a waste. It is better to use social forces to do part-time jobs (such as lawyers), which can also achieve the work goals of enterprises well.

The above recruitment channels are the main sources of employees. At the same time, new enterprises can also seek the support of superior units and brother units; You can also start immigration projects with the help of government forces; You can also implement management innovation, virtual production or sales with the help of social forces. The ability to mobilize resources is the core competence of an enterprise.

Fourth, the choice of recruitment methods.

Recruitment method refers to a special method that can attract potential workers to the company. Attracting talents to the company through effective ways is the key link in personnel recruitment.

At present, the main recruitment methods of enterprises mainly include:

1. Recruitment through employment agencies and talent exchange centers.

As specialized agencies, employment agencies and talent exchange centers help companies recruit employees and individuals to find jobs. This kind of organization can effectively connect qualified job seekers with vacant positions and cooperate with the above organizations, which is one of the important recruitment methods for enterprises.

2. Recruit candidates through job advertisements.

In practice, there are many kinds of recruitment advertisements, including large-scale distribution of recruitment brochures and multi-channel distribution of recruitment information; There are recruitment information posted at the door of the enterprise and recruitment posters posted in crowded places; Others publish recruitment information through the internet, television, newspapers and other media. Large-scale recruitment, but also with the help of government forces and advertising bombing.

3. Campus recruitment.

For professionals, school recruitment is a main way. Students have high overall quality, concentration, real background and high credibility, which is suitable for batch and organization recruitment. Enterprises generally recruit skilled workers and general managers through school-enterprise cooperation, orientation training and attending campus job fairs.

4. Job fair.

The advantage of job fairs is that many people attend and it is easy to get a lot of personnel information. Disadvantages are short time and insufficient interview. Job fair is also a main form of enterprise recruitment, but there are few opportunities to recruit outstanding talents, mostly ordinary talents.

5. Online recruitment.

Online recruitment has the lowest cost and is the main recruitment form that has developed rapidly in recent years. Network recruitment is characterized by a large amount of information, which requires a lot of information screening and early communication. According to the characteristics of industries and regions, enterprises can choose several competitive talent websites for cooperation, or establish enterprise websites to publish job information and attract talents. If you make good use of it, you can find good talents from the Internet.

6. Recommended by employees and relevant units.

Acquaintance recommendation and high employee stability are even more important in today's high employee mobility. Especially in the growth stage of an enterprise, when building a healthy corporate culture and forming a strong sense of employee loyalty and belonging, employee recommendation will grow into the most important recruitment method.

7. headhunting company.

Higher cost, suitable for recruiting special talents, talents in short supply and high-level talents.

8. Personal recommendation.

The brand influence of an enterprise will attract some people to work in the company voluntarily. Because they have a good impression on the enterprise, they generally have higher job satisfaction and loyalty and higher stability. This requires enterprises to vigorously strengthen the construction of brand culture, strengthen the positive impression of society, and form a high degree of recognition and attraction.

The above recruitment methods have their own characteristics. In addition to the necessary investment in channel construction, enterprises should pay more attention to internal training, especially corporate culture and team building. A cohesive team is the key to attracting talents.

Verb (abbreviation of verb) recruitment interview and employment

Interview and admission are the last link in the recruitment process. Making a recruitment plan, rationalizing recruitment channels and choosing recruitment methods are all for the final interview and admission service.

The interview process is essentially an efficient communication process, and the result of communication determines the effectiveness of the interview. Sometimes, a few simple sentences can determine the success or failure of an interview.

Enterprise interviews should pay special attention to the following aspects:

1, candidate questionnaire. Staff should prepare a questionnaire for candidates and thoroughly understand the necessary information through the questionnaire. This information is valuable even if the interview supervisor is not present.

Questionnaire is also one of the basic basis for the interview supervisor to ask questions. Any applicant has to fill out a form, just like this person, in the process of filling out a form, and at the same time, he has to observe the words, observe the colors and distinguish the authenticity. Unwilling to fill in the form and not carefully filling it out, lacking professionalism, concealing and whitewashing, there must be hidden feelings; Those who have a strong intention to apply for a job and are willing to work in an enterprise will generally tell the truth.

2, look and ask, comprehensive diagnosis. According to the requirements of work quality, combined with the necessary tools and scenarios, with the help of some skills and methods, the candidates were tested to understand their attitudes and career interests.

"Looking" means observing, observing words and observing colors, and judging a person's temperament and cultural taste according to clothes, sitting posture, eyes, behavior and manners.

"Smell" means listening to the sound, smelling the smell, listening to me to understand its intention, listening to others' comments, and judging its interest trend from its body odor;

"Asking" means asking and answering questions, asking about experience, attitude, ambition, performance, expertise, gains and losses, and gaps, and fully understanding and grasping them;

"Cut" means to get to the point, identify the key points, make scientific evaluation, and comprehensively judge and analyze the quality and level of candidates in combination with their performance during the probation period.

3. Rely on the knowledge and skills of old employees. General recruiters have professional knowledge, but they lack experience in knowing people. They can invite senior people in the unit to have a long knowledge and judge the basic qualities of candidates such as moral cultivation.

Knowing people is the hardest thing. In the interview, it is impossible to measure it by "observing horsepower from a distance and observing people's hearts for a long time", but how many roads a person has walked and how many storms he has experienced can basically be seen from his manners. The old horse knows the way, and it is good to have senior people from the unit to help him judge.

4, with the help of department manager's experience. Most of the candidates have their own employment expectations, and they specialize in their skills. Knowing the candidates' mastery of business knowledge can better carry out the follow-up career.

Recruitment work, although the role of human resources department is very great, but in the final analysis, it is still a professional department to employ people. Department leaders should also communicate with subordinates in the future. "Whether it's a mule or a horse, it's always right to pull it out for a walk." . Of course, candidates for key positions need to be checked by superiors.

5. Information review. After the interview, the enterprise should pay a return visit according to the application survey information form to understand the applicant's past interpersonal communication and work situation, judge the authenticity of the applicant's information and confirm whether to hire.

Some people do well in interviews, but in fact, many plots are fictional. Everything is established in advance, and people should be prepared. It is impossible for us to conduct "political examination" on everyone, but we must seriously examine those key positions and positions and "know people and be good at their duties."

Sixth, the connection of recruitment follow-up work

After the employment is confirmed, the applicant should be informed by telephone, email or written form, and the entry precautions and registration date should be informed. After the applicant reports for duty, the human resources department should complete the entry formalities, arrange his work, study, life and other conditions, and introduce his direct superiors to each other. For those who fail to report on time, they should make a telephone call back and urge them to report in time or master effective information.

Many enterprises require applicants to provide health certificates when reporting for duty, or to have a physical examination during the probation period, so as to prevent undue losses and injuries caused by unqualified health. This is very important.

Generally, they enter the pre-job training program after joining the job. The beginning is induction training, which is generally divided into three stages: enterprise cognition, product cognition and post cognition. Through these three stages of training, new employees can be familiar with the products, systems and culture of the enterprise as soon as possible, so as to integrate into the enterprise more quickly. Induction training should be completed within one week.

After the induction training, it is necessary to enter the post training stage. General production workers need about 3 months; Professional and technical personnel need at least 6 months to 1 year. New employees will generally agree on a probation period, during which both parties will further run in, and both parties have the right to terminate the labor relationship during the probation period.

In the stage of on-the-job training, enterprises generally assign a master or mentor to new employees, sign a mentoring contract, and conduct mentoring and other training. After the prescribed training period, new employees should be assessed as regular employees (teachers should also be assessed at the same time). Those who pass the formal examination will be included in the formal staff establishment of the enterprise; Those who fail the formal examination will be given an investigation period of 1 month, and those who fail the formal examination will be re-examined to terminate their labor relations or be transferred for use.

After the completion of pre-job training, new employees need to be assessed as regular employees. Through formal examination, the representative's business ability has reached the post requirements and he can handle work-related problems independently. At this point, a qualified employee was formally formed.