How to effectively conduct online recruitment 32 pages.ppt

Employee recruitment is an important part of human resources management. How to effectively introduce suitable talents into the enterprise is what all business managers are most concerned about, and it is also the first problem to be solved. This article conducts a preliminary analysis of the problems that arise in recruitment, and proposes corresponding solutions on this basis, such as paying attention to human resource planning, formulating scientific and clear job descriptions, improving the company's relevant systems, rationally forming a recruitment team, and choosing reasonable recruitment methods. and channels, building a career planning system, etc., in order to provide some reference for the majority of human resources workers.

Keywords: employee recruitment, corporate system, person-job matching

The importance of personnel recruitment

Employees are the most valuable resource of an enterprise. The purpose of recruitment is by no means simply to attract a large number of applicants. The fundamental purpose of human resources recruitment is to obtain the personnel needed by the company and reduce unnecessary personnel losses. At the same time, recruitment also has a potential purpose: establishing a corporate image. Effective recruitment actually means that the organization or the recruiter takes appropriate methods within an appropriate time frame to achieve the best match between people, positions, and organizations, so as to achieve a win-win situation of appointing people according to the situation, making the best use of their talents, and making the best use of their talents. Target. It is mainly reflected in the following five aspects: first, it can recruit personnel that meet the needs of the enterprise in a timely manner; second, the quantity, quality, level and structure of the hired personnel meet the requirements of the enterprise; third, the recruitment cost conforms to the principle of minimization; fourth, The first is the matching of personnel and posts, and the appropriate personnel; fifth, the turnover rate is low. The ability to recruit suitable personnel is not only related to the company's reserve of talent, but also affects the stable operation of the company. How to improve the effectiveness of recruitment is not only a problem that human resources departments must face, it has also become the focus of corporate executives and heads of employment departments.

Main issues that arise in recruitment

It is generally believed that the fewer job vacancies in an organization through recruitment, the more timely the vacant positions can be filled, and the employees recruited are consistent with the position and culture of the organization. , the better the system matches, the more effective the recruitment work will be. The author summarizes the manifestations of ineffective recruitment into two major aspects:

1. It is difficult to recruit people. Although the current talent market is generally oversupplied, it is not easy to recruit talents who are suitable for the corporate culture and job requirements and who are willing to join the company. It should be said that it is quite difficult. The main manifestations of difficulty in recruiting are: First, with the expansion of business, the company is in urgent need of new recruits. The employment department often puts forward urgent employment needs and often hopes to obtain manpower in the shortest possible time. Many times, the human resources department will Arrange recruitment by surprise, but recruitment takes time. Recruitment under emergency conditions will often lower recruitment requirements and reduce recruitment success rates. Secondly, sometimes the employing department is too casual in recruiting. One day it will recruit someone, but the next day it will say no, which makes all the recruitment planning, preliminary test, and interview preparations invalid, and it still needs to give the applicant a reasonable reason for rejection. Third, some heads of employment departments override their human resources responsibilities and select personnel based on their own opinions, which affects human resources decisions and makes recruitment more difficult. Although in most companies now, the key to whether candidates can enter the company depends on the leadership of the employing department rather than the human resources department, this is not correct. Fourth, when a talent who is not suitable for the company is recruited, sometimes the employing department blames the human resources manager, causing unnecessary friction between departments. In fact, this is largely the result of a lack of communication and cooperation between the employing department and the human resources department.

2. It is difficult to retain people. During the recruitment work, we often see that some employing departments have requirements for the quality of applicants that are much higher than the actual needs of the position. No matter what the position, they require high academic qualifications, how many levels of English proficiency, how many years of work experience, etc., blindly Comparisons are made between high-level talents, resulting in high consumption of talents. This one-sided and wrong concept of employment will inevitably lead to a mismatch between people and positions, staff loss, and increased recruitment costs. It’s still the old saying: The better the funny talent is, the better. Only the right ones are the best. Moreover, many companies’ salary and benefit systems and incentive systems are at a medium level in the same industry, and cannot effectively retain outstanding talents. Often, employees with outstanding abilities leave after investing huge recruitment and training costs, which increases It increases the company's manpower replacement cost, affects the continuity and quality of work, and also affects the stability and morale of on-the-job employees. Furthermore, internal problems such as imperfect basic corporate systems, disharmonious corporate culture, and unsmooth communication channels make it difficult to attract excellent job seekers.

Some companies often make empty promises in recruitment, or avoid the important and trivial, and weave beautiful lies to attract a large number of job seekers. When a job seeker enters a company, many of the conditions originally promised cannot be fulfilled, which seriously dampens the enthusiasm for work over time, and ultimately ends in resignation.

Several Measures to Achieve Effective Recruitment

The Japanese business god Konosuke Matsushita once said that the key to the success or failure of a company depends on whether it hires the right people from the beginning! The effectiveness of local personnel recruitment is a systematic project, which requires enterprises to stand at a strategic level, be people-oriented, and combine the actual conditions of the enterprise to formulate strategic plans for talent introduction, and use scientific recruitment methods to effectively implement them in recruitment Planned. In order to achieve effective recruitment, attention should be paid to the following aspects.

1. Pay attention to human resource planning. Human resource planning is a kind of strategic planning, which refers to using scientific methods to predict and formulate the demand and supply of human resources for the enterprise in order to implement the enterprise's development strategy and achieve the enterprise's production and operation goals based on changes in the enterprise's internal and external environment and conditions. Corresponding policies and measures can achieve a balance between the supply and demand of human resources in enterprises, realize the rational allocation of human resources, and effectively motivate employees. The recruitment plan includes recruitment strategy, quantity, quality, level and structure of personnel to be hired, methods for selecting talents, recruitment cost budget, etc. It provides accurate information and basis for the company's recruitment activities, so it can be used as the basis for recruitment work. Directional guidance. Without a plan, there will be a phenomenon of improvising, which often leads to blindness and randomness in the recruitment process, and even wrong hiring decisions. Therefore, in view of the future development needs of the enterprise, human resources workers need to have a deep understanding of the development direction of the enterprise, foresight to formulate detailed and systematic talent recruitment plans in advance, and at the same time strive to obtain the support of senior management, so as to ensure that the enterprise can achieve the best results in different development periods. As the organizational structure is adjusted, personnel are also adjusted accordingly, and there are always the most suitable personnel for different positions.

2. Develop a scientific and clear job description. Every human resources worker will realize the importance of formulating scientific and clear job descriptions for recruitment. To establish a standardized job description, start with job analysis. Recruitment behavior resulting from such a one-sided and short-sighted selection concept will only lead to failed recruitment results without conducting job analysis and starting from the actual situation. Through job analysis, we can clarify what the tasks of the job are and what kind of people need to be hired to take on this job. This actually provides a selection standard for recruitment and embodies the principle of selecting people according to the situation and the position. In particular, the qualifications are the basis for companies to select candidates in recruitment. The qualifications describe the basic qualifications and conditions that people who hold this position should have, including age, gender, education and major, work experience, health status, problem solving abilities, interpersonal skills, etc.

3. Improve the relevant systems of the enterprise. Establishing a competitive new salary system, an objective and fair performance evaluation system, a feasible and effective incentive system, and giving first-class talents first-class treatment are important means to attract and retain high-quality employees. It should be noted that in addition to the need for material rewards such as salary, bonuses, allowances, and benefits, there are also spiritual rewards such as a sense of competence, achievement, responsibility, and attention. In reality, we have found that the important factor that causes employees to leave is sometimes not dissatisfaction with material treatment, but because they feel that the space they expect and the platform provided by the company are not suitable. Many of their suggestions and ideas are not taken seriously, and their talents cannot be used. , there is no sense of fulfillment in work. Companies must recognize the importance of spiritual rewards and create all opportunities and conditions to ensure that employees can display their talents, such as allowing them to participate in decision-making, assume more important tasks, give them greater work freedom and authority, and use generous spiritual rewards. Prevent the loss of personnel.

4. Properly form a recruitment team. Traditional personnel recruitment is the responsibility of the human resources department, and the employing department only passively receives the work. This method can no longer meet the requirements of enterprises for recruiting outstanding talents, making it difficult for the personnel recruited by the human resources department to meet the needs of the employing department. In modern recruitment, the recruitment team is generally composed of human resources professionals, hiring department directors or senior corporate executives. In fact, only the employing department knows best what kind of employees it needs, and the quality and ability of the employees it recruits are directly related to the effectiveness of the employing department's work.

Therefore, in the recruitment process, the employing department should be involved, especially in the skills assessment, the employing department can play an irreplaceable role. In this way, close contact and cooperation between the human resources department and the employing department during the recruitment process can effectively improve the quality of recruitment.

5. Choose reasonable recruitment methods and channels. Generally speaking, companies recruit employees in two main ways: internal recruitment and external recruitment. People recruited from within are familiar with the company's situation, have lower recruitment costs, and can adapt to the new job immediately. However, internal recruitment must pay attention to the openness and fairness of the recruitment, otherwise it will be counterproductive. External recruitment can bring new ideas and perspectives to the company and stimulate the vitality of the existing workforce. In addition, before companies recruit, they must first consider the recruitment effects of different recruitment channels. For middle-level personnel in enterprises, a more effective way is to use job fairs, newspaper advertisements and talent websites to recruit. As for the recruitment of senior personnel, the most effective and low-cost way is internal promotion, followed by entrusting professional headhunting companies to recruit. An analysis of the company's recruitment channels for skilled workers found that recommendations from acquaintances and newspaper advertisements are more effective.

6. Build a career planning system. Through the joint efforts and cooperation of employees and the organization, the career goals of each employee are consistent with the development goals of the organization, so that the development of employees is consistent with the development of the organization