Matters needing attention in employee recruitment

★ Only the right medicine can suit the right medicine-the recruitment channels should be carefully selected. Mr. Li, the human resources manager of Company A, has been puzzled recently. Every time he comes out of the talent market, Mr. Li has a feeling of depression. On the one hand, the director of the export department is eager to find a candidate for "foreign trade manager", on the other hand, Mr. Li has failed to return to the talent market every time. This embarrassing dilemma is not unfamiliar to many human resources practitioners, because in the recruitment practice of enterprises, the frequency of this situation is too high, which seriously affects the recruitment efficiency and quality of enterprises, on the other hand, it also increases the hidden and explicit costs of enterprise recruitment. So how should enterprises solve such problems? From the source, the key to solve this problem lies in the choice of recruitment channels. This is like the principle of "suit the right medicine" in the medical sense. It is said that the right medicine is the right medicine. When an enterprise lays out the recruitment process, the first thing it needs to think about is "what kind of person do I need", followed by "how to find such a person". How to find such a person? This requires a good combination of the characteristics of recruitment channels and the characteristics of recruitment positions. First, we must be clear about the characteristics of the recruitment position, not only to understand "what kind of person I need", but also to be familiar with the post level, post importance, category, recruitment urgency, salary range, market supply and demand, frequent activity areas and so on. "these people"; The second is to analyze the advantages and disadvantages of each recruitment channel, such as what are the advantages and disadvantages of online recruitment? What are the advantages and disadvantages of on-site recruitment? What are the advantages and disadvantages of headhunting recruitment? What are the advantages and disadvantages of employee recommendation? Only by understanding the advantages and disadvantages of various recruitment channels can we make a scientific choice; The third is to do a good job of integration. Take the foreign trade manager in the case as an example. The company mainly focuses on export business, and the post of "foreign trade manager" belongs to an important position of the company. Recruitment is urgent, and the suitable candidates are in short supply in the market. This is the key feature of the position. According to these characteristics, we can lock the recruitment channels in headhunting recruitment. Because headhunting recruitment has the "characteristics" of high efficiency and guaranteed personnel quality. In the same way, so are other positions. The key is to grasp the relationship between "knowing symptoms" and "prescribing drugs" and strive to achieve the optimal combination goal of "post" characteristics and "channel" characteristics. ★ The key points should be prominent-people who are more skilled in information dissemination in the talent market may have the impression that the format of all recruitment posters is similar, and the typesetting of each recruitment position is almost the same. In fact, this shows to some extent that the release of recruitment information has not been taken seriously. So how should enterprises pay attention to information release? Specifically, after choosing a suitable recruitment channel, enterprises should do two things well in information release: First, they should make clear the recruitment focus. When publishing recruitment information, enterprises need to determine the focus of each recruitment activity according to the priority of personnel demand in different positions, thus determining a core for recruitment activities; Second, key positions should be highlighted. Generally speaking, the first purpose of an enterprise to publish recruitment information is to attract the attention of job seekers. How can I attract the attention of job seekers? That is, highlighting, after determining the key points and core positions of the whole recruitment activity, enterprises need to highlight these position information in typesetting, such as enlarging the position demand information and adding the words "urgent need". In short, these job information should be outstanding, individual and unique. Of course, just doing this is not enough. Enterprises also need to choose suitable talent service organizations and suitable recruitment booths, which are the key elements for the wide dissemination of recruitment information. ★ Nobody wants to wait-who wants to wait if it's a place to wait? No one wants to wait, but in recruitment practice, waiting is inevitable, which requires recruiters to spend some time in the waiting place. The first is the choice of waiting place. Some enterprises may be arranged in the front desk, some enterprises may be arranged in the departmental meeting room, and some enterprises may be arranged in the training room. No matter where you choose as a waiting place, enterprises should always grasp two principles: first, don't arrange the waiting place in a place where people come and go, such as the front desk, which is not a suitable place; Secondly, to show the atmosphere of "respecting talents" in enterprises, site selection directly reflects the concept of employing people in enterprises. If enterprises want to create an atmosphere of "respecting talents", they need to choose the location carefully. The second is the setting of the waiting field. In fact, anyone can be the "service object" of an enterprise. Setting up a reasonable waiting place is not only conducive to improving the service image of the enterprise and the external spread of corporate culture, but also conducive to enhancing the talent attraction of the enterprise, and of course can effectively alleviate the anxiety of the interviewer. To this end, enterprises can try to put some cultural brochures, enterprise development history, external publicity, evaluation, etc. in the waiting place, so as to establish a good corporate image, ease the waiting mood and enhance the talent attraction of enterprises. ★ Say hello, everyone likes it-interview questions should pave the way for greeting. This basic etiquette may be liked by many people, especially when we meet for the first time. Sincere greetings are not only conducive to alleviating each other's "unfamiliar" psychological environment, but also creating a relaxed communication atmosphere. Then applying this view to the recruitment practice of enterprises requires enterprises to make good preparations before asking questions in interviews and reduce their psychological distance through sincere greetings. I have witnessed such an interview before: when I just sat down in my seat and prepared for "interrogation", the result was "What car is coming?" Did you change trains? The road is hard to walk! "A topic, friendly opening remarks quickly narrowed the psychological" distance "between us, and as a result, the whole interview was spent in a pleasant, relaxed and open atmosphere. Therefore, if enterprises really want to get a lot of potential information from the candidates in the interview, they must also say "hello" before asking questions, such as chatting and recent hot topics. On the one hand, the implementation of greetings highlights the concern and attention of enterprises to candidates and creates a relaxed communication atmosphere, on the other hand, it is also conducive to the transformation from "playing chess * * *" to "cooperation * * *". ★ It's more important to observe words and feelings-interview observation should be "accurate". As mentioned above, the main and core problem to be solved in the interview process is to maximize the potential information of candidates, so as to ensure the accuracy and scientificity of subsequent employment decisions. So how can we maximize the potential information of candidates? The answer is to pay attention to two aspects: one is to observe the text, and the other is to observe the color. Generally speaking, in the interviews conducted by most enterprises, enterprises will adopt the "star" rule to interview candidates. In fact, this is the so-called "observing words and observing colors". Enterprises expect to understand the ability of candidates by telling the past, but it should be noted that enterprises should grasp two aspects in "observing words and observing colors". First, pay attention to the way the candidates tell stories. Some candidates may talk about their work experience backwards, while others may talk about their work experience backwards. No matter how it is told, enterprises should pay attention to the consistency, concreteness and core of the way of telling. If the candidates speak backwards for a while and then follow, giving people a feeling of freedom and vagueness, then enterprises should focus on it. Second, pay attention to the tone of the candidate. Tone is actually a reflection of psychological activities. In terms of paying attention to the tone of the candidate, enterprises need to pay attention to the speed of the candidate's speech, such as whether there are priorities, whether there is stuttering, and whether it gives people a feeling of confidence and loudness. After reviewing the speech, enterprises still have to "watch the color". Because it is not enough to just "observe words and observe colors", especially for those experienced workers, even if you carefully "observe words and observe colors", you may be fooled, so "observe colors" in the interview is also very important. Specifically, "color observation" also needs to do two things well: one is to observe facial expressions, such as what the face looks like and what the eyes look like. Second, attitude. For example, whether the sitting posture has changed, and what kind of gestures are used when telling. Generally speaking, on the one hand, "observing words and feelings" is to test the authenticity of the information spoken by candidates, on the other hand, it is to obtain the potential information of candidates. Of course, when doing this job, don't forget to record the work during the interview. Don't forget to whip your horse-the recruitment evaluation should be timely. Recruitment evaluation may be a forgotten corner, because generally speaking, enterprises pay more attention to the completion of the original recruitment objectives, which is actually a result-oriented evaluation. But practitioners who are familiar with performance management know that performance management should not only evaluate the results, but also evaluate the process. Therefore, the focus of enterprise recruitment evaluation needs to focus on two aspects: the process of recruitment activities that have taken place and the recruitment results. First of all, in the process evaluation, enterprises should pay attention to whether there are emergencies, whether the emergencies are solved reasonably, whether there are differences between the plan and the reality, and whether there are obvious defects. In the recruitment results, enterprises mainly lock in three key indicators, one is cost accounting, the other is the actual number of people in place, and the third is the total number of applicants. At the same time, when conducting recruitment evaluation, a key point that enterprises need to grasp is timeliness. Generally speaking, enterprises need to conduct recruitment evaluation within one month after completing each project or staged recruitment activities, because once the interval between performance evaluation and recruitment activities is too long, the incentive of performance evaluation will show a decreasing trend, so the timeliness of recruitment evaluation is also a key point to be grasped in the whole recruitment process.