How to improve recruitment effectiveness analysis.ppt

How to do a good job in recruitment

1. Make preparations before recruitment

The success of recruitment depends largely on the preparation before recruitment. preparation work. Because recruitment preparation is the basis for ensuring recruitment direction and recruitment quality, if companies, especially most small and medium-sized enterprises that put profit first, simplify or even ignore pre-recruitment preparation in order to save recruitment costs and shorten recruitment time, It is easy for the recruitment work to fail to achieve the expected goals because the recruitment tasks are unclear.

1.1 Carry out job analysis carefully and formulate detailed job descriptions and job descriptions

Job analysis is the process of determining the responsibilities of positions in the organization and the characteristics of these positions, in order to prepare job descriptions Provide evidence. A detailed job description and work description can help HR fully understand the skills required for a position, which is often the key to successful recruitment. On the contrary, unqualified job descriptions and work descriptions can easily make recruiters have no evidence to rely on during the recruitment process, resulting in blindness and randomness, leading to wrong selection of talents, and thus causing enterprises to pay a heavy price: for example, rising recruitment costs, including Advertising costs (newspapers, TV, etc.), interview costs, administrative expenses, training expenses, etc. will also cause loss of opportunities, low employee morale, damage to the company's reputation, line managers busy interviewing new people, leakage of business secrets and other losses.

1.2 Confirm the competency characteristics of the required employees

Different companies and different positions have different requirements for the competency characteristics of candidates. Enterprises need to determine the competency characteristics of the employees they need based on their own development environment and surrounding competitors. For example, in the start-up stage of a company, a large number of experienced people are needed to improve the company's system and business; in the rapid growth stage, employees with the ability to innovate and change are needed to expand their market share through continuous innovation.

1.3 Communicate with the direct supervisor to clarify the management and communication matching between superiors and subordinates

In addition to matching the job requirements, the management and communication matching between the applicant and the direct supervisor is also very good. important. Some applicants are fully qualified for the job requirements, but they do not match the management style of their direct supervisors and cannot coordinate in communication, which often leads to situations where the talents are difficult to implement. For example, senior and powerful managers often like to recruit people with strong comprehensive capabilities based on their own work habits. If the overall quality of the candidates cannot meet their requirements, it will be difficult to ensure that the candidates and supervisors can get along harmoniously and work stably in the future; some Managers like a meticulous management style, so candidates who are careless and procrastinating will not like them; for example, in order to ensure the stability of their authority, newly promoted managers often prefer to recruit submissive subordinates. If the subordinates are creative and independent If the sexual orientation is strong, it will threaten the psychological safety range of the supervisor and is not conducive to the smooth development of work. Of course, it is necessary to educate newly promoted managers in advance, and the quality of the team cannot be affected by personal selfishness. Even to say the least, if the quality of subordinates is not high and their work ability is poor, as a direct leader, they must bear the responsibility. .

1.4 Choose appropriate recruitment channels

Today there are many recruitment channels, including internal recruitment, recommendations from acquaintances, newspaper advertisements, talent markets, campus recruitment, intermediaries, headhunting services, and online recruitment etc. Each recruitment channel has its own advantages and disadvantages. You need to choose different recruitment channels according to the difficulty and level of the recruitment position.

For example: For high-level job vacancies, internal promotions will first be used to meet personnel needs. On the one hand, internally promoted employees have worked in the company for many years and are very familiar with the company's work processes and work culture. They have a short running-in period for new positions and adapt quickly. At the same time, the company can closely observe and understand the match between their work abilities and job requirements. Understand, so promoting internal employees for such positions is more conducive to avoiding risks than hiring new employees from outside; on the other hand, internal promotion of employees can not only meet the needs of employees on their career development path, mobilize employees' enthusiasm for work, and enhance employees' loyalty to the company degree, reducing the risks and losses caused by job-hopping. It also sets an example for other employees of the company and plays a very good motivating role for grassroots employees.

As another example, internal recommendations and headhunting services are also common channels for recruiting high-level personnel. For headhunting services, the head of the human resources department needs to consider whether input and output can be directly proportional.

All enterprises hope to produce maximum benefits at the minimum cost. Once HR applies for relevant recruitment fees and occupies a certain amount of funds, it must make inputs and outputs proportional to improve the cost-effectiveness of funds.

In addition, for entry-level and assistant-level positions, many large companies regularly hold some campus online recruitment activities. Online application eliminates the inconvenience of information query caused by paper resumes, speeds up the screening of resume information, and improves HR's work efficiency. Recruitment activities using Internet technology include the release of information, collection and sorting of resumes, online assessments, etc. Compared with newspaper and magazine advertisements, recruitment fairs, etc., online recruitment has wide coverage, strong targeting, no geographical restrictions, and publicity and communication. Convenient, time-saving and cost-effective. If the amount of information is large, the front-end preliminary screening and preliminary telephone communication interviews can be outsourced to outside professional human resources suppliers; or for some small companies, the job of finding candidates can also be outsourced to liberate the internal resources of the company. Labor force, concentrate more manpower to complete the company's strategic goals for future development.