What aspects does a perfect recruitment and selection system include?

Generally speaking, the problems in recruitment and selection management of enterprises can basically be attributed to two reasons. First, the employment strategy, or human resource strategy, and human resource strategy, as a functional strategy, can not be separated from corporate strategy and corporate culture. This topic is very big and is not elaborated in this article. Another reason is the lack of a perfect recruitment and selection system. Some enterprises may do quite well in some aspects of recruitment and selection, but they are not systematic, and it is difficult to form a joint force because of the lack of organic links in all aspects.

A perfect recruitment and selection system should include the following aspects:

I. Recruitment Plan

The recruitment plan in a broad sense actually includes the long-term planning of human resources and also involves enterprise strategy, so I won't elaborate on it here for the time being. Narrow sense of recruitment plan is what people often say, which is divided into annual plan, quarterly plan and monthly plan. The annual plan comes from the one-year business development plan, and the quarterly plan and monthly plan are refined and adjusted on the basis of the annual plan.

Second, the selection criteria

The determination of selection criteria can not be separated from job analysis, but it is difficult to solve this problem only by conventional job description. Although the general job description also includes job requirements, it is mostly in general terms, and it is more about knowledge, skills, experience, education, specialty and so on. Lack of explanation of deep-seated quality requirements is not systematic and targeted enough to provide effective support for the determination of recruitment and selection standards.

The fundamental solution is to establish a post competency model, which not only clarifies the types of competency, but also clarifies the different requirements of different posts for the same quality type.

Third, channel selection.

When choosing the recruitment channel, we should not only consider the nature of the position and the characteristics of the recruiter, but also consider the overall strategy of the company. The primary purpose of recruitment is, of course, to meet the employment needs of enterprises, in addition to the function of promoting corporate image. Even if some enterprises recruit a person, they may choose some influential and expensive recruitment channels, and enhancing their corporate image is probably their main purpose. Every year, the large-scale campus recruitment held by Procter & Gamble Company has the purpose of reserving reserve talents and promoting corporate brands, because a large number of college students are a huge customer group of Procter & Gamble products.

Recruitment websites and on-site recruitment are the recruitment channels chosen by most enterprises, and the results are generally good. But different recruitment websites have their own characteristics. When deciding which website to choose, it is necessary to know the distribution characteristics of job seekers in each website in advance. Most websites can provide such services. It is difficult to ensure that you receive enough resumes that meet the requirements.

In addition to special recruitment websites, for some highly professional positions, you can also consider publishing recruitment advertisements on some professional websites and magazines.

In short, choosing recruitment channels is just like promoting the products of enterprises, and it needs to let the target job seekers quickly understand the recruitment needs of enterprises.

Fourth, quality evaluation.

This link is one of the weakest links in the recruitment and selection management of most enterprises. Different types of posts should have different evaluation methods. Non-critical and non-professional positions can generally be interviewed, and professional positions and key positions need to be taken in various ways.

In recent years, psychological assessment has been widely used. The key of this method is the selection of evaluation tools, which directly affects the effectiveness of evaluation. Some enterprises download tools from the internet and use them directly, without exploring their sources and scientificity at all. In fact, developing an effective evaluation tool requires a lot of investment. The truly effective tools are generally developed by domestic research institutions on the basis of mature evaluation tools abroad, and they are all charged. It is difficult to guarantee the effectiveness of free tools downloaded casually on the Internet.

Fifth, effect evaluation.

Whether the current recruitment and selection is effective needs to be tested by practice, and the perfect recruitment management system needs to be constantly revised.

The effect evaluation link is also the weakest link in the recruitment and selection management of most enterprises.

Sixth, the system and process.

In order to ensure the efficient operation of enterprise recruitment and selection management system, perfect systems and processes are essential. Through the system and process, standardize the division of responsibilities between the human resources department and the employing department, and standardize the behavior and behavior standards of each link. Without the norms of system and process, it will easily lead to randomness and artificiality.

In short, the establishment and continuous improvement of recruitment management system is the basic guarantee to ensure the effectiveness of recruitment and selection.