Recruitment status and solutions for small and medium-sized enterprises

my country's small and medium-sized enterprises do not have a unified plan, no mid- to long-term human resources plan, the recruitment work lacks planning, no job analysis is done, the recruitment work lacks a solid foundation, and the overall recruitment management process is incomplete and incomplete. Broken processes, recruitment work cannot be carried out effectively, and recruitment is a formality. At the same time, recruitment strategy formulation and channel selection are inappropriate, selection technology is too simple, interview arrangements are unreasonable, there is a lack of scientific quality evaluation system, lack of talent information reserves, and generally low professionalism level.

1. Specific measures for recruitment:

1. Strengthen training and enrich knowledge

To essentially solve the recruitment problem, companies must strengthen training. Let managers truly understand and appreciate the positive significance of modern recruitment so that they can achieve unified thinking at work and build a good ideological platform for recruitment work in terms of practical actions. Through a series of corresponding training activities, managers can have a profound understanding and improvement of the relationship and interaction between human resources and business management.

2. Apply what you learn and consolidate and improve

In an enterprise, good recruitment ideas, methods and behaviors should first be fixed in the form of a system and form part of the corporate culture. For example, the company formulates recruitment management measures; or when the company recruits new managers, the human resources department clearly informs them during the training that assisting in recruitment is an important part of their future work. At the same time, it also provides guidance and help for future managers. The specific aspects of the work that new employees should do are introduced one by one.

3. Improve the recruitment plan

Conduct an analysis of human resource allocation for each department and position every year, and formulate corresponding recruitment plans based on the company's annual plan. Carry out recruitment work according to the formulated recruitment plan, prepare in advance during the peak employment season, actively contact schools, employment agencies and other training institutions, sort out the resume database during the off-season, and select suitable resumes. In short, with the recruitment plan, the recruitment work will become controllable and can effectively solve the embarrassing situation of grinding the gun before the battle.

4. Establish a talent resume database

Establish a talent reserve resume database, record and mark the resumes collected from various channels, and classify and make notes for each resume, which will greatly simplify the future The time it takes to screen resumes at work does not give applicants more choices, and being rejected by one position will no longer be considered rejected by the entire company. The resume database is open to all departments, which solves the problem of recruiters who do not understand the business and cannot refine the screening, further increasing recruitment efficiency.

2. Be fully prepared before recruiting

1. After the company has clarified its development goals

and formulated a strategic plan, it should calculate the number of personnel it needs. Category and quantity. On the basis of the existing personnel reserves, prepare a human resource demand plan and organize recruitment work in a targeted manner.

2. Prepare a job description suitable for the job requirements

Clearly what kind of work is performed by the position; what abilities the applicant must possess in order to be qualified for this job; the company will How to assess this, etc. Job descriptions should be as clear as possible to avoid ineffective recruiters due to unspecific information, reduce the company's recruitment costs, and reduce unnecessary waste.

3. Prepare company profile and recruitment brochure

On the one hand, the recruitment process is the process of companies looking for suitable employees. On the other hand, the company promotes itself, displays its corporate image, and expands the company. The process of influence. Company profiles, recruitment brochures and other materials are windows for the company to conduct external publicity, and they represent the overall quality of the entire company. Therefore, when preparing, you must highlight the characteristics of the company and attract applicants with its advantages.

3. Broaden recruitment channels

To broaden recruitment channels, under the Internet thinking, we need to extensively use the Internet as a medium, through online recruitment, WeChat recruitment and multiple contact with relevant job agencies. It is necessary to promote the enterprise and achieve the purpose of recruitment. Recruitment is an ongoing task that does not only occur when people are needed.