What are the ways to improve the effectiveness of recruitment?

Usually, the recruitment activities carried out by enterprises in the labor market will attract many candidates, and the new employees needed by enterprises are often produced among these candidates, so today's candidates may become the key talents of enterprises tomorrow. In this sense, the quality of personnel recruitment will greatly affect the future growth and development of enterprises.

1. The main problems in the recruitment of talents in China enterprises.

1. 1 There is information asymmetry in enterprise recruitment.

In the real society, information is asymmetric. In order to get better treatment and maximize their own utility, people with low quality will "package" themselves and "disguise" themselves as high-quality people. The recruitment company doesn't know the true quality of the candidate.

1.2 Inadequate recruitment preparation

1) There is no long-term human resources planning. At present, when recruiting enterprises in China, there is no systematic talent demand plan as the premise, and they just rely on the current personnel demand to carry out their work blindly.

2) Lack of detailed job analysis and job description. In many enterprises in our country, there is no clear job analysis report, and the investigation and explanation of the nature of the job is vacant. In the absence of scientific job analysis and job description, recruiters will inevitably make corresponding mistakes and put forward rigid and unrealistic job requirements.

1.3 The recruitment implementation process is unreasonable.

1) Improper selection of recruitment channels makes it difficult to screen resumes. At present, the talent market is active and the competition among employers is fierce. It can be said that it is easier to get a thousand than to find one. Therefore, the selection of recruitment channels has become one of the focuses of talent competition, but there are many problems in the selection of recruitment channels in enterprises, which leads to recruitment failure.

2) The recruiter is unprofessional and the quality of the interviewer is not high. In the recruitment process, the first contact with candidates is the recruiter of the enterprise. Without knowing much about the enterprise, candidates will infer and evaluate the enterprise organization according to their first impression of recruiters, so the selection, collocation and organization of recruiters is a very important work and an art at the same time.

1.4 Ignore candidate's value.

In the recruitment process, recruiters often focus on the qualifications, knowledge level, professional skills and work experience of candidates. Enterprises pay little attention to whether the values of candidates are consistent with their own culture and business core concepts; Whether the applicant's value, personality and personality characteristics meet the requirements of the applied position. Corporate culture plays an important role in enterprises and is the soul of enterprises.

2. The effectiveness of enterprise personnel recruitment

In order to improve the effectiveness of recruitment, the recruitment supervisor of an enterprise needs to consider the following questions.

2. 1 attracted enough applicants.

The more people apply for jobs, the more choices enterprises have when making employment decisions. Some enterprises adopt the method of "recruitment screening pyramid" to help them determine how many people they need to attract to apply for jobs.

2.2 Investigate the effectiveness of recruitment channels

When an enterprise recruits personnel, job seekers must be able to understand the existing job opportunities. Who will understand that the job opportunities of the enterprise are closely related to the recruitment channels adopted by the enterprise? Enterprises should refer to the following indicators to examine the effectiveness of specific recruitment channels: ① the number of candidates attracted in a certain period; ② The ratio of target candidates to non-target candidates; ③ Time from recruitment to employment; (4) The average cost of each candidate; ⑤ Number of people attending the interview; ⑥ Term, position, performance and performance of candidates recruited through various channels.

2.3 to form a capable recruitment team

Recruitment is a working process for enterprises to select and recruit new employees from all aspects of society. The professional level and comprehensive quality of the recruitment team will not only directly determine the progress and quality of all aspects of recruitment, but also affect the external image of the enterprise. A large number of studies show that recruiters should have the following basic qualities.

1) Good personal qualities and self-cultivation: enthusiasm, fairness, seriousness and honesty.

Recruiters should have the enthusiasm to actively show the organizational image, employment policies and job information to candidates, and at the same time have objective and fair personality. It should be emphasized that recruitment and employment are sensitive and policy-oriented, so recruiters must honestly explain the characteristics, actual situation and employment system of the organization, and can't just emphasize the well-organized side in order to attract candidates. A competent recruiter should let the candidates know the organization objectively.

2) Various abilities: expression, observation, coordination and communication, and self-cognition.

Expression ability and observation ability are important abilities that recruiters should have. Recruiters need to contact with labor authorities, advertising media and other institutions, and they must be able to clearly express the requirements of the organization for candidates, so the ability to express is very important; Recruiters also need to know the personal qualities, personality characteristics and potential work ability of candidates in a short time, so recruiters should be good at observing the words and deeds (especially body language) of candidates and make objective judgments. With the rise of internal recruitment, recruiters should not only be in contact with the outside, but also have close contact with employees within the organization, so the ability of coordination and communication is particularly important. In addition, as a recruiter, if you can't have an accurate understanding and evaluation of yourself, it will be difficult to evaluate candidates fairly and objectively.

3) A wide range of knowledge.

Knowing and understanding people is very complicated, and this is exactly the most basic content in recruitment. Therefore, recruiters need to know a lot of knowledge, including management, organizational behavior, psychology, sociology and law.

4) Mastering certain skills: designing the recruitment environment, observing and talking.

In the recruitment process, recruiters need to make an objective evaluation of candidates with a small amount of information within a limited time. Therefore, recruiters need to carefully design a comfortable and focused recruitment environment, so that candidates can give full play to their talents. When establishing a recruitment team, the hiring manager should consider the HR representative, the line manager and the future supervisor of the vacant position at the same time. These people have different perspectives and evaluation criteria, and the recruitment team they form will minimize the subjectivity of recruitment. When using observation technology, recruiters need to pay attention to unwritten details such as body language and habits of candidates. During the interview, recruiters should understand the psychological burden of candidates, try to relax them through some transitional communication, and then ask questions step by step.

To sum up, if the quality of the starting point of "selecting candidates" is not high, not only the subsequent human resource management will get twice the result with half the effort, but also the implementation of the company's decision-making will be affected. As a recruitment department that undertakes the function of "selecting candidates", it should learn from the successful experience of domestic and foreign enterprises while doing a good job in daily recruitment, establish an effective recruitment system and improve the effectiveness of recruitment.