Recruitment status, existing problems and how to solve them.

Recruitment is an important way for enterprises to obtain excellent human resources. Only by first obtaining and cultivating suitable human resources can we achieve organizational goals to the maximum extent. The following is a sample paper on the current situation and problems of enterprise recruitment recommended by Bian Xiao. Welcome to reading.

Abstract: Recruitment is an important part of human resource management in enterprises. At present, there are many problems in the recruitment process of enterprises, such as asymmetric recruitment information, unreasonable recruitment standards, new challenges brought by the new labor contract law and so on. Give full play to the government's information regulation function, formulate strict personnel selection methods, rationally and legally standardize the employment methods of enterprises, and make the recruitment work of enterprises more effective.

Keywords: enterprise recruitment; Problems; Countermeasures

With the deepening of economic globalization, the competition among enterprises is essentially the competition of talents. How to attract and retain competitive talents has become the key to the survival and development of enterprises. Recruitment is an important way for enterprises to obtain excellent human resources. Only by acquiring and cultivating human resources suitable for enterprises first, and then adopting scientific methods, can we achieve organizational goals to the maximum [1]. It can be seen that recruitment is not only the only way for enterprises to obtain the talents they need, but also the success or failure of recruitment affects the efficiency of enterprise operation and even the survival and development of enterprises. This paper attempts to analyze the main problems existing in the recruitment of enterprises in China, with a view to putting forward countermeasures for practitioners to learn from.

First, China's enterprise recruitment development status and problems analysis

Generally speaking, the employment of enterprises in China has been preliminarily standardized and gradually marketized. The recruitment information released by enterprises is mainly job fairs, supplemented by media advertisements and talent exchange centers. Social recruitment has become the main source of new employees in China enterprises. Social recruitment is the main part of the recruitment of employees in China enterprises, which shows that the recruitment of enterprises in China is becoming more and more mature and gradually moving towards marketization. Enterprises mainly rely on interviews and knowledge tests in personnel selection. The main problems existing in enterprise recruitment are:

1. There is information asymmetry in enterprise recruitment.

The so-called information asymmetry refers to the uneven and asymmetric distribution of information among corresponding economic individuals, that is, some people have more information about certain things than others. There is information asymmetry in enterprise recruitment because there are two kinds of information in recruitment: one is public information, that is, information that both applicants and recruiters know; The other is private information, that is, information that the applicant knows but the recruiter doesn't know. Such as personal morality, practical ability, job-hunting motivation, personality hobbies, etc. In the recruitment market with asymmetric information, candidates hold private information, and recruiters can only judge according to public information, so candidates are in a strong position and recruiters are in a weak position [2]. It is precisely because of the asymmetry of enterprise recruitment information that the recruiter does not know the private information hidden by the applicant, so in recruitment, the applicant is likely to be interested in entering the company. At this time, in order to get a position, job seekers may take many measures to convey some self-interested false information to enterprises. Among them, the typical distortion of application materials refers to the decline in the authenticity of the applicant's application materials. For example, forging diplomas and letters of recommendation, creating false grades and achievements, hiding bad motives, packaging shortcomings and weaknesses. And try to package themselves into the talents that recruiters need [3].

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. However, only the candidates know the quality of the candidates, and the recruitment enterprises do not know the true quality of the candidates. In this case, in order to reduce their own recruitment risks, recruitment enterprises are only willing to determine the talents to be hired and give them treatment according to the average quality of candidates. Then for those talents whose quality is higher than the average quality, it is equivalent to underestimating their quality, reducing their treatment, failing to reflect their own value and withdrawing from the talent market. For those talents whose quality is lower than the average, the treatment given by enterprises is greater than the treatment that talents should have required, and they will be keen to participate in recruitment transactions, leading to more high-quality candidates withdrawing from the recruitment market. Repeatedly, the phenomenon of "bad money drives out good money" is formed, that is, low-quality talents drive out high-quality talents, and the talent market becomes a "lemon market", which is the phenomenon of adverse selection in the talent market [4]. The result will not only bring losses to the recruiting unit, but also cause confusion in the talent market, and may even lead to paralysis of the whole talent market.

2. Enterprise recruitment standards are unreasonable

A good manager does not seek to gather people with the best ability around him, but to correctly determine the competency standards of talents needed by enterprises and seek talents who can adapt to the organizational competency standards. Only in this way can we improve work efficiency without wasting talents. In recent years, some leaders have unilaterally understood that "the essence of enterprise competition is talent competition" and recruited a large number of highly educated talents, which not only increased internal friction and management costs, but also wasted talents [5]. Whether the recruitment method is scientific and the principle is flexible and effective is also related to the quality of enterprise recruitment. At present, the popular recruitment methods are advertising, job introduction, campus, headhunting company, recommendation from relatives and friends and online recruitment. These are not omnipotent, and each has its own advantages and disadvantages. Enterprises should not blindly follow the trend when implementing, but should decide according to the specific situation of enterprises. It can be seen that there is no best recruitment method suitable for all enterprises, and what kind of recruitment method to adopt in practice must be judged according to the actual situation faced by enterprises.

3. There are many questions in the business interview.

Interview is an important step for enterprises to screen talents. At present, many problems have been exposed in various interviews of enterprises. (1) The interviewer is unfriendly. At the talent exchange meeting, it is not uncommon to "wait for the rabbit" and treat each other coldly. Not only the corporate image is greatly reduced, but also the applicant's confidence in the enterprise is greatly reduced, which also makes the applicant doubt the recruitment of the enterprise. (2) Pay too much attention to resumes and ignore communication. Many interviewers spend most of the interview time checking the information on resumes or application forms, actually giving up the control of the interview and handing it over to resumes. If the interviewer doesn't know what information can show whether the candidate meets the ability requirements of the job, then the interview will lose its effectiveness [6]. Today, with the development of science and technology, resume forms are more and more diverse, dazzling and difficult to distinguish between true and false. Therefore, communication should be the main thing in the interview, and resume is secondary. (3) The ability of recruiters needs to be high. The quality of recruiters is related to the quality of enterprise recruitment. However, some enterprises are at a loss when interviewing professional and technical personnel because of the interviewer's own quality. (4) generalize by partiality. In enterprise recruitment, interviewers often make hasty judgments because of an obvious shortcoming of candidates.

4. The new labor contract law brings opportunities and challenges.

The new labor contract law was implemented on June 65438+1October 65438+1October 2008. In the face of the implementation of the new law, the recruitment work must face challenges. (1) Gone are the days when enterprises profited from cheap labor. Enterprises must choose the right number of employees through appropriate means, and it is impossible to have more. (2) The recruitment pressure of enterprises has increased. In the past, employees who were not responsible for their work were usually dismissed naturally without renewing their contracts after their expiration. After the implementation of the new Labor Contract Law, this method requires enterprises to pay more. The new law shortens the probation period of workers and has new regulations on dismissing employees, which limits enterprises from expanding employment to some extent. The introduction of these regulations has increased the recruitment pressure of enterprises. How to quickly and accurately find talents suitable for enterprise development is nothing more than a huge challenge for hiring managers. (3) The form of employee dispatch is constrained. Labor dispatch is adopted by a large number of enterprises in practice because of its advantages of flexible employment, cost reduction and risk transfer. It separates labor employment from labor use, forming a complex and special form of "there is no labor, there is no work". The new "Labor Contract Law" stipulates that the labor contract concluded between the labor dispatch unit and the laborer shall not be less than two years. During this period, even if there is no job to be sent, it is still necessary to pay the labor remuneration not lower than the local minimum wage standard. In addition, employers should pay equal pay for equal work. If there are no similar workers in the dispatched employee position, the remuneration will be determined with reference to the labor market wage guidance price issued by the local government department [7]. This makes enterprises need to reconsider the employment mode of talent dispatch.

Second, do a good job in the main countermeasures of enterprise recruitment

1. Improve or eliminate information asymmetry in enterprise recruitment.

(1) Give full play to the role of the government in information supervision. According to the 200 1 nobel prize winner in economics, former dean of stanford graduate school of business graduate school and current honorary dean Michael? According to the signaling theory of Professor Andrew Michael spence (1943-), if the information "signal" can be reliably transmitted to the individuals with information disadvantage, that is, the party with information advantage transmits its information to the party with information disadvantage, the transaction can be improved [8]. At present, only some areas in China are establishing talent integrity files, and the talent integrity system is still far from perfect. Therefore, it is necessary to play and strengthen the role of the government in information supervision, establish a perfect talent database, establish a file of talent credit and other information for employers to query conditionally, increase the "transparency" of talent credit and other information, ensure that recruiters have sufficient and correct information, and enable recruiters to make correct choices.

(2) punish talents for dishonesty. In the case of asymmetric information, in order to maximize their own utility, talents have the motivation to cheat in recruitment. The best way to deal with this kind of fraud is to increase the punishment for fraudsters. In 20001year, China promulgated and implemented the Interpretation on How to Apply Legal Issues in Handling Criminal Cases of Forging and Selling Forged Academic Degrees and Degree Certificates in Colleges and Universities, which clearly stipulated that those who forge and sell fake diplomas shall be sentenced to fixed-term imprisonment of not more than three years, criminal detention, public surveillance or deprivation of political rights. Enterprises can let candidates know before recruitment that only honest people have a chance to be hired, not those who cheat. He also told the applicant that he would conduct historical investigation irregularly after employment, and once he found any concealment or deception, he would deal with it seriously to warn the counterfeiters of the seriousness of the consequences of fraud. In addition, efforts should be made to create an atmosphere of honesty in the whole society and give appropriate material and spiritual rewards to those who report dishonest information [9].

(3) Formulate scientific personnel selection methods. In the process of enterprise recruitment, we can comprehensively use modern scientific selection techniques and methods according to our own situation, such as written test, psychological test, structured interview, evaluation center technology and so on. , effectively deal with the information asymmetry in recruitment and improve the recruitment success rate [10].

2. Formulate reasonable recruitment standards

In daily life, it is not difficult to find that a newspaper advertisement is full of words such as "under 35 years old", "bachelor degree or above" and "more than three years working experience". Some of these advertisements are due to the nature of work or the real needs of enterprises, but there must be many people who follow the crowd-they don't have a reasonable employment plan, and even the employment requirements of enterprises are not clear. In this case, job analysis should be carried out and job descriptions for all positions should be prepared. With the job description, the employment conditions can be scientific and standardized, laying the foundation for recruitment. The basic principle of employing people is the best combination of people and things. The more accurate and specific the understanding of things, the more basis for selecting people [1 1]. In this way, not only is it more purposeful for enterprises to select talents, but it also greatly saves the cost of organization and management and avoids the waste of social human resources.

3. Strengthen interview management

As the key to enterprise recruitment, interview is also a link with many problems. To solve this problem, we can start from the following aspects:

(1) Both sides of the interview should have a correct interview mentality. Interview is a two-way process. Recruiters provide opportunities to choose jobs, and applicants provide opportunities to choose talents. Both sides should get to know each other and confirm whether the other side is their own goal. In this sense, both sides should be equal in the interview. Therefore, both sides of the interview should put their minds right and get to know each other better on the basis of equality.

(2) Pay attention to communication. In the process of enterprise recruitment, resume is only the basis of interview. Communication can not only verify the authenticity of the resume, but also enhance the understanding of the applicant. If the candidate lists in his resume that he has participated in the research and development of a project, he can clearly know his role in the project through communication, whether he is the person in charge or just bought a few parts for the project; Through communication, we can understand his organizational ability, leadership ability and communication ability, and then judge whether the other party is the talent needed by the enterprise.

(3) Strengthen the organizational arrangement of recruiters. Enterprises can't simply regard the interview as the work of the human resources department, but should understand the demand for talents in each position of the unit through exchanges and communication between various departments. At the same time, the person in charge of each employing department should also attend the interview. During the interview, the human resources department can test the candidate's personality, work style and psychological quality. Professional problems are tested by the heads of various employing departments. Through the division of labor and cooperation, we can comprehensively examine the ability of candidates, thus truly attracting talents who are helpful to the development of enterprises.

(4) We should give full play to our advantages. The key to selecting talents is to identify talents and make good use of them. Therefore, enterprises should fully understand the ability and characteristics of talents when employing people, and should not stick to one pattern in employing people.

4. Correctly grasp the recruitment under the new labor contract law

The implementation of the new Labor Contract Law on June 5438+1 October12008 has made the rights and responsibilities of employers and employees more clear, and made the development of enterprises follow a more reasonable and legal path. The most important influence of labor contract law on enterprises is to increase the illegal cost of enterprises. Facing the Matthew effect in human resource management, enterprises should standardize basic management and implement "emotional management", which will play a vital role in attracting and retaining talents. After the implementation of the new labor contract law, excellent enterprises will attract more talents, while enterprises with weak human resource management foundation will have a more difficult life. Therefore, enterprises must pay more attention to the recruitment process, improve recruitment performance, make recruitment more effective, pay attention to the selection of suitable talents, reduce recruitment mistakes, and reduce the increase in dismissal costs due to inappropriate recruitment. Enterprises can also make more use of outsourcing and other forms to reduce enterprise costs.

To sum up, in the process of deepening economic globalization, attracting and retaining a group of high-quality talents suitable for enterprise development is the key to the success of China enterprises. Therefore, as the basis of human resources development and management, recruitment is of great significance. In this paper, the typical problems existing in the current enterprise recruitment, such as asymmetric information, unreasonable standards, unscientific means, interview and so on, are deeply analyzed, and relevant countermeasures are put forward, aiming at helping enterprises optimize recruitment and improve the operational efficiency of enterprises.