How to recruit effectively

If enterprises want to develop and progress, they must constantly attract talents from outside. Recruitment is a process in which an enterprise seeks and attracts people who are capable and interested in working in the enterprise according to the requirements of its own human resources planning and job analysis, and selects suitable people to be hired. Then, how to choose talents that match the development of the enterprise, how to recruit, and how to make recruitment more effective? In order to solve these problems, we must establish scientific and reasonable employment values, always follow the principle of matching people with posts in the recruitment process, and arrange the most suitable person for the recruitment position according to the different qualities of individuals. 1. Invalid recruitment 1. Blind recruitment behavior can be found from the definition of recruitment, and recruitment itself is a behavioral process. Therefore, in this kind of behavior, we must adhere to the scientific and rational concept of employing people and emphasize the planning of behavior, so as to have good results and achieve the purpose of recruitment. On the other hand, there is no long-term, strategic talent demand and supply planning, no job analysis, no rush to recruit from reality. This one-sided and short-sighted concept of employing people will only lead to the failure of recruitment. 2. People and posts don't match. At present, when facing the recruitment needs of enterprises, human resources practitioners in enterprises often only superficially analyze the functional requirements of positions, do not fully understand the recruitment positions, do not deeply analyze the recruitment reasons and purposes of positions, and do not objectively and deeply explore the employment concept of enterprises. Therefore, the recruitment behavior without clear recruitment position will inevitably lead to the failure to grasp the basic quality requirements of job seekers and realize the reasonable connection between personnel and positions. In this way, people who join the job are either' overqualified' or' overqualified'. 3. Some enterprises and human resources practitioners often blindly ask for' perfect people' in the recruitment process, hoping to apply. The quality requirements for candidates are far higher than the actual needs of the post, while ignoring the principles of individual differences and job differences. This one-sided wrong concept of recruiting and employing people will inevitably lead to the company's failure to recruit employees or high employee turnover rate. The phenomenon that the quality of candidates is far higher than the job requirements can be called' high consumption' of talents. In China, this' high consumption' of talents has a growing trend, and enterprises have launched a fierce competition for talents. It always emphasizes the need for doctors, masters and MBA, and enterprises blindly compare the number of high-level talents without actually providing matching jobs, which undoubtedly causes great harm. Second, how to match people with posts and promote the effectiveness of recruitment can be tested in many ways, but in the final analysis, all evaluation methods should be implemented: recruiting qualified candidates who meet the suitability of posts under the condition of consuming established resources, and realizing the reasonable connection between personnel and posts. 1, accurate job positioning The development and growth stage of an enterprise cannot be separated from the supplement of personnel, so it is necessary to accurately position the job requirements in the dynamic human resource planning of the enterprise to ensure the reasonable and predictable job function requirements in order to cooperate with the strategic development planning of the enterprise. Only by grasping the background factors of deep job recruitment in enterprises and clarifying the position and role of jobs in the strategic development of enterprises can we accurately locate job requirements. Therefore, in view of the future development needs of the enterprise, human resources practitioners need to systematically think about the enterprise strategy, deeply understand the development direction of the enterprise, and make a detailed and systematic talent recruitment plan in advance with foresight, so that the recruiters of the enterprise can fully predict the talent vacancies in the enterprise, fully grasp the background factors of job requirements in the recruitment process, and carry out their work more pertinently. 2. Choose the right channel to find the target group. Before the recruitment process, enterprises should first consider the costs and benefits of recruitment. Therefore, according to different positions, different recruitment methods are needed to achieve the maximum effectiveness of recruitment. Because the nature of recruitment positions determines the choice of recruitment channels, different recruitment channels have different cost structures. Therefore, after clarifying the recruitment demand, the next step is to locate the target group of recruitment and through what channels to effectively deliver the recruitment information to these target groups. For the front-line employees of grass-roots production in enterprises, labor dispatch agencies can be entrusted to save the labor cost of human resources practitioners and the operating cost of enterprises, and improve the recruitment efficiency of enterprises. For middle-level personnel in enterprises, the more effective way is through job fairs, newspaper advertisements and talent websites. For the recruitment of high-level personnel, the most effective and lowest-cost way is internal promotion, followed by entrusting a professional headhunting company to recruit, which is conducive to finding suitable talents for enterprises from outside in the shortest time. However, no matter which recruitment method is adopted, we should consider the recruitment concept of the enterprise and analyze the nature of the position in detail, so as to find the target group needed by the enterprise and recruit the employees who are most suitable for the development of the enterprise. 3. Quality evaluation and selection of candidates Because people's qualities are different, this difference exists objectively and does not depend on will. Only by recognizing this can we select and use candidates scientifically and reasonably in the recruitment process. Therefore, in order to understand the candidates comprehensively and comprehensively, it is very necessary to use quality assessment to select the person who is most suitable for the task and post competence. An example of heaven and hell fully illustrates the differences between people: what is heaven? British police, French chefs, Germans repairing cars, Swiss secretaries having sex with Italians. What is it? Germans are policemen, Britons are cooks, French repair cars, Italians are secretaries and Swiss have sex. The same group of people, because of their differences and improper use, heaven has become a hell. 4. Scientific interview process Interview is the most important part of the recruitment system, which is mainly used in the final selection stage of employees. Interview refers to the process in which the interviewer and the applicant interview, observe and communicate with each other according to the pre-designed purpose and procedures. Interview is a crucial selection method for the interviewer to evaluate whether the candidate meets the job requirements, which determines whether the enterprise can successfully attract and select the right person. (1) Pre-interview preparation Because many interviewers lack pre-interview preparation and effective pre-interview preparation, interview evaluation lacks pertinence and reliability, and it is impossible to effectively recruit candidates from suitable enterprises, or the recruited candidates cannot meet the job requirements. Therefore, the person in charge of recruitment must spend more time in the early stage to understand the current situation of the enterprise and the post, and discuss the key skills and conditions needed for the post with the employing department. As an interviewer, it is necessary to prepare well before the interview in a planned way. First, make an interview guide; Secondly, prepare interview questions; Then, formulate interview methods; Finally, train the interviewer. Only by making full preparations before the interview and thoroughly clarifying the real requirements of the post can we ensure the effective interview and avoid the blindness of the interview. (II) Implementation and results of the interview During the implementation of the interview, the interviewer must make a correct judgment and evaluation of the personal qualities and abilities of the candidates by asking questions under the premise of rational employment concept and the principle that people and posts must match, and compare the quality evaluation report of the candidates, and finally decide whether to hire. In order to recruit qualified employees, different methods are needed in the interview. For technical positions, the questions in the interview should focus more on the practical ability and technical experience of the candidates; For management positions, we can use methods such as no leading group to comprehensively and systematically examine the quality characteristics of candidates, such as communication ability, coordination ability, organization and management ability, etc. Either way, the interview questions should be carefully designed. In order to let the most suitable personnel get the most suitable position and improve the harmony between personnel and positions. Third, the principle of matching people with posts should be used reasonably. Recruiting employees is actually the first level for outsiders to enter the enterprise. Whether this level can be handled well, that is, whether suitable personnel can be selected, is not only related to the reserve of reserve talents in enterprises, but also affects the stable operation of enterprises. Kōnosuke Matsushita, the Japanese "God of Management", once said, "The key to the success of an enterprise lies in whether the right person is used at the beginning!" In order to recruit suitable employees for each position at the initial stage of establishment and realize the matching between people and posts, the following points should be paid attention to: 1. Planning with the development of enterprises, in order to achieve the overall goals and objectives of enterprises at all stages, it is necessary to scientifically predict and analyze the current and future human resources needs of enterprises and the supply of human resources inside and outside enterprises, and make human resources planning for enterprises in advance. Predict how many positions there are, which positions need to be adjusted and which positions need to be recruited. What kind of personnel are needed for different positions, and the specific requirements of each position or job are clear. And according to the change of enterprise environment, adjust the requirements of employee structure at any time, so as to ensure that enterprises in different development periods, with the adjustment of organizational structure, positions are changing, and personnel are also adjusting accordingly, and there are always the most suitable personnel for different positions. 2. First-class enterprises need first-class talents as well as second-class and third-class talents at different levels. When recruiting,' positioning' should be accurate, which is not suitable for positioning talent demand from the actual needs of enterprises. Therefore, in the recruitment process, we should proceed from the reality of the enterprise, not recruit the best people, but choose the most suitable people. 3. Adaptability Every enterprise has its own different corporate culture. Therefore, in the recruitment process, in addition to examining the basic skills of candidates, we should also examine the values of candidates. Only when the needs of enterprises are adapted to the values and skills of employees can correct employment decisions be made. For example, one of the core values of the world-famous Toyota Company is quality first. When recruiting personnel, enterprises mainly choose those excellent and responsible candidates. 4. Targeted because recruitment is a tedious and complicated transactional work, which requires a lot of manpower, material resources and financial resources. Therefore, in the process of recruiting personnel, we should first do a good job in the preliminary investigation of the recruitment position, communicate with the managers of the enterprise and the direct supervisor of the recruitment position in detail, understand the details of the position, and distinguish the different characteristics of the position and the deviation of the applicant's ability; Secondly, according to the distribution of the target population of the recruitment position, choose the appropriate recruitment channel; Finally, choose an appropriate and effective interview method according to the characteristics of the position.