How does HR, a well-known large enterprise, view MBA employment recruitment?

First, the recruitment website should be selected correctly.

Just turn on the computer and enter "recruitment information", and many recruitment websites will pop up. At present, there are thousands of recruitment websites in China, which one is more suitable? After careful study, we will find that the positioning of each recruitment website is different. Such as "Zhaopin" and "Worry-Free Future", these websites are oriented to the whole country, while "500 million talents" are oriented to specific regions. According to the survey data of professional organizations, more than 90% of the talent flow is regional, and the proportion of inter-provincial talent flow is extremely low. Therefore, the national recruitment websites are constantly opening regional channels. Therefore, I suggest that the entrepreneur HR should focus on "right" rather than "expensive" when choosing online recruitment channels. If you want to recruit talents nationwide, you should choose a national recruitment website. If they only recruit in a certain area, they should choose a strong regional recruitment website. You say that "a strong dragon" and "a local strongman" are stronger, so you don't need to elaborate. Regional recruitment websites are often more targeted.

Second, job descriptions should be standardized.

After choosing the right recruitment website, the next step should be to publish the recruitment information. We found that many companies publish information on recruitment websites, and the description of the positions they are recruiting is quite irregular. Even the job descriptions published by some companies only require relevant work experience, without any other information. This shows that enterprises have no clear standards for the talents they want to recruit. Such a simple or irregular job description, on the one hand, may attract a lot of junk resumes, on the other hand, those qualified job seekers will not apply. The effect of such recruitment can be imagined.

I am here to tell HR that it is very important for enterprises to publish recruitment information and describe positions through the Internet. Job description can usually be divided into two parts. The first part is job responsibilities, that is, what to do after joining the company. The second part is job qualifications, that is, what qualifications candidates meet the screening conditions. In particular, the qualifications should be clear and not ambiguous. For example, applicants are required to have certain oral English communication skills, and it is better to specify that they have a CET-6 certificate or an intermediate interpretation certificate. This will make the candidates clear at a glance.

Third, the corporate resume should be more attractive.

As a job seeker, when applying for a company or entrepreneur, the first thing to consider is to get to know it in detail, and the first way to know it is through the company profile. However, we look at the profiles of many enterprises on various recruitment websites, which are very simple and simple profiles for job seekers to watch, but they are only confused or even unclear about what business the enterprises do. We know that a good corporate profile should include the business scope, scale, development, future development direction, corporate culture and so on. Therefore, I suggest that HR of all enterprises should be cautious when writing enterprise profiles. If you really don't know how to write it, don't forget to refer to the profile writing mode of the world's top 500 or well-known large domestic enterprises.

Fourth, give feedback to job seekers at the first time.

For many job seekers, we can divide them into two categories through analysis: one is full-time job hunting, the other is job hopping, and college graduates belong to the former; Most job seekers are eager to find jobs, especially those who have left their jobs. The reality is that most HR companies always feel that there are so many applicants, so what's the hurry! They often wait until they have enough resumes before interviewing candidates together. They often ignore that enterprise recruitment is also a kind of talent competition, and those enterprises often take the lead.

Who knows, job seekers tend to prefer companies that give quick feedback. They believe that such enterprises are more efficient and pay more attention to talents. Therefore, I suggest that the HR of the enterprise screen the candidates as soon as possible after receiving the resume. Suitable candidates should call them immediately for a simple telephone interview. If appropriate, they should be busy arranging interviews and try to complete several rounds of interviews in one day, so as not to let job seekers run back and forth. Once you have decided on the candidate for employment, please inform the employment result as soon as possible, and then arrange employment as soon as possible. The advantage of this is that excellent candidates often have many choices. If we can shorten the interview process and arrange employment as soon as possible, candidates will have no chance to participate in interviews with other companies, and we will definitely take the lead.

Fifth, we should fully respect job seekers.

The enterprise's emphasis on talents will definitely turn into the attraction of the enterprise. We know that it is getting more and more difficult for enterprises to recruit, but many enterprises have not changed their concept of treating talents, and they still don't respect them enough. For example, many foreign job seekers come to a city for the first time, are unfamiliar with the address and don't know how to take the bus. If the enterprise can specify the company address and transportation in detail in the recruitment information, it will certainly greatly facilitate job seekers. Undeniably, nowadays job seekers put a lot of resumes on the Internet in order to get more interview opportunities, which can be said to be "sea investment". Later, job seekers don't know if they sent resumes to those companies. Many HR said that when inviting candidates for an interview, there was a time when many candidates were not sure whether they had sent their resumes.

In this case, I would like to suggest that HR of the enterprise should fully respect the applicant's time when inviting candidates. The best way is to negotiate with the candidates and come for an interview at a mutually convenient time. At the same time, don't forget to send an email to the job seeker, which contains the detailed introduction of the company, the description of the recruitment position, the interview time, the specific address of the company and the detailed bus route. You can also send the company name, interview time, company address, bus route and other information messages to the job seeker's mobile phone. This measure can greatly facilitate job seekers and greatly improve interview attendance.

Sixth, the interview should be professional enough.

Throughout many small and medium-sized enterprises in China, their interviews are not very professional. For example: reception of candidates, interview environment, interviewer and interview method. I don't know what the famous man once said: details determine success or failure. There is some truth in this statement. The success of recruitment begins with the specialty. As far as HR of many small and medium-sized enterprises in China is concerned, it is difficult and unrealistic to become professional at once, but it can be improved step by step. Therefore, I suggest that HR of the enterprise should: ① receive the candidates with great enthusiasm. If you can give the candidates a cup of hot water after they are seated, it is enough to show respect for the candidates; Arrange an interview as soon as possible. When interviewing, it is best to choose a closed and quiet environment conducive to communication; ③ Try to adopt a structured or semi-structured way in the interview, and don't choose candidates completely by experience; Try not to use only one interview skill, but also interview skills such as written test+interview+scenario simulation+psychological test. In order to improve the success rate of recruitment, it is also a good method to comprehensively use various interview skills.