What are the reasons for employee recruitment?

The most direct reason for recruitment is to make up for the shortage of human resources in enterprises, which is the premise of recruitment. Specifically, corporate recruitment generally stems from the following reasons:

1. At present, the total supply of human resources in enterprises cannot meet the overall task objectives of enterprises or positions (that is, the total planned business volume or total planned output), and needs to be supplemented;

2. Vacancies caused by the normal replacement of floating personnel in enterprises or various positions;

3. The demand for human resources that may arise due to the change of the production technology level or management mode of the enterprise or each post;

4, to meet the needs of new planning or new business personnel.

When the human resources of enterprises are absolutely or relatively insufficient, enterprises have many solutions. There are remedial measures to improve efficiency, such as extending employees' working hours or increasing workload, training or improving technology to improve employees' working efficiency, etc.

Of course, recruitment and employment require higher costs, including finding, interviewing, paying agency fees and relocating and training new employees. Therefore, enterprises can try to work overtime and increase temporary workers before choosing recruitment.

Extended data:

In the recruitment process, because the recruiter doesn't know the real working ability of job seekers, low-ability job seekers may pretend to be high-ability job seekers to deceive enterprises (such as job seekers forging graduation certificates and letters of recommendation) and exaggerate their abilities to deceive enterprises to sign labor contracts with themselves, which will greatly reduce the effectiveness of recruitment, thus triggering recruitment risks and bringing huge losses to enterprises.

In order to avoid risks correctly and realize the effectiveness of recruitment, the main countermeasure to solve recruitment risks is to increase the information symmetry of both parties. Specifically, the following measures can be adopted:

1. Standardize the recruitment process and establish a scientific and effective recruitment system.

The quality of recruitment does not depend on your expenses, but on clear job requirements, suitable recruitment methods and standardized recruitment procedures. In order to prevent the phenomenon of camouflage in the recruitment process, recruiters must formulate recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing recruitment results, and evaluating recruitment itself.

Recruiters should get more information about job seekers.

Recruiters are required to actively collect information about job seekers, including interviews and psychological tests, in order to obtain hidden information of job seekers, such as personality, potential and personality.

Recruiters can also verify the authenticity and ability evaluation of job seekers' materials through various channels, such as former employers, graduate schools of job seekers and headhunting companies.

3. Recruiters should adopt different recruitment skills and methods.

When evaluating candidates, recruiters can conduct psychological tests, professional skills tests, interviews, scenario simulations, etc. In addition, error correction technology should be adopted to overcome information asymmetry, and the recruitment technology of "trusted information transfer method" should be applied according to the changes and different stages of information development.

Of course, it is profitable for recruiters to obtain information, but it also needs to pay a certain cost. The degree to which recruiters should obtain information depends on the balance between the cost and income of the enterprise.

References:

Baidu Encyclopedia-Recruitment (human resource management terminology)