How to treat enterprise recruitment?

Enterprises will face the same problem at any stage: recruitment and selection. With the deepening of the "people-oriented" concept in corporate culture, how to effectively and cost-effectively solve their own talent needs has become an indispensable part of human resources work in every enterprise. Years of experience in talent agency tells me that there are indeed many blind spots and misunderstandings in the selection of recruitment channels and the selection and employment of people. I think it's necessary to sum up the experience and feelings of these years and give back to our customers who have always supported us.

First, the choice of enterprise recruitment channels

Although HR personnel in most enterprises think that recruitment is an easy task, they are often confused in the face of numerous recruitment channels. What criteria are used to select recruitment channels? How to effectively solve the recruitment needs? ? It has always been a headache for HR personnel, so that many enterprises have wasted a lot of money, time and energy in this respect and taken many detours. Here I want to talk about my own views, unprofessional, for reference only. In my opinion, at the beginning of recruitment, we should not only understand the prices of various media platforms, applicable people and other factors, but also analyze the difficulty of recruitment and the supply of human resources in the market according to the job requirements, and finally consider the cost and success of recruitment comprehensively to determine the recruitment methods and methods. Generally speaking, the forms of recruitment are divided into the following two categories:

1. Internal deployment: Many large and medium-sized enterprises pay more and more attention to internal recruitment, because the cost and energy of internal recruitment are much less than other recruitment methods. When there is a vacancy in an enterprise, it can be deployed in various ways, such as post exchange, employee self-recommendation, internal competition and so on. This method is conducive to encouraging employees to make progress and fully tap their own potential, and has the advantages of low cost, low risk and no corporate culture conflict. However, it should also be noted that internal recruitment cannot be formalized, and nepotism should be abandoned. If some problems are not handled properly, it is easy to cause disputes, so strict implementation standards must be formulated when using internal recruitment. Of course, not all enterprises can choose this recruitment method. Enterprises that conduct internal deployment must have a certain scale and a perfect talent training mechanism. In addition, HR personnel are required to have certain professional qualities, because this is not a simple transactional work for HR, but a human resource development work. Therefore, most enterprises still have to solve their needs through external recruitment.

2. External recruitment: Compared with internal deployment, external recruitment can replenish fresh blood for enterprises, introduce new ideas and improve the overall quality of employees. I divide the forms of external recruitment into the following six types:

A. industry recruitment: solve personnel needs through the recommendation of acquaintances in the industry or the introduction of internal employees. This should be an ideal recruitment method, which has the advantages of low internal recruitment cost, low risk and familiarity with industry knowledge, and newcomers can quickly integrate into the work; At the same time, it has the advantages of external recruitment to update the quality of employees and introduce new ideas, killing two birds with one stone.

B. Recruitment through the media and newspapers: The purpose of recruitment is to publish recruitment advertisements through newspaper media. At present, there are many recruitment media in Shenyang. I divide them into two categories: professional media and non-professional media. Among them, professional media such as Liaoshen Evening News and Shenyang Talent Business Information are professional talent newspapers that mainly publish recruitment information. In addition, there are some non-professional media, such as Shenyang Daily, Times Business Daily, Huashang Morning News and so on. These newspapers regularly or irregularly have some pages to provide recruitment information for enterprises. Because newspapers have the characteristics of wide distribution, large circulation and long information retention time, they should be a major recruitment channel. Specifically, worry-free recruitment special edition and Shenyang Daily are suitable for large-scale recruitment of enterprises because of their large circulation and wide readership, but the cost of each recruitment is high. Although the circulation of Shenyang talent business information is not as good as that of evening papers and daily newspapers, it is highly targeted, covering most people who are looking for jobs or jobs. Moreover, it has low cost and long time, and is suitable for enterprises to reserve, supplement or recruit for a long time. Although business newspapers and morning papers are widely distributed and low in cost, they are suitable for enterprises to recruit junior personnel or skilled workers because of the complex readership.

C. Recruitment through exchange platform: China Shenyang talent market should be the most authoritative exchange organizer in Shenyang at present. It solves the personnel needs of enterprises by providing a place for face-to-face communication between enterprises and individuals. This method is low-cost, direct, quick-acting but short-term, which is suitable for enterprises to urgently recruit general-purpose talents, such as sales, clerical and financial positions. In addition to exchange meetings, there are many recruitment channels for urban talents, such as information boards and talent pool retrieval. However, due to the narrow publicity of the information board and the poor retrieval effect of the talent pool, these two methods can only be used as supplementary channels for recruitment.

D. headhunting service: Although headhunting has only a history of more than ten years in China, it has become the mainstream channel for enterprises to recruit high-level talents. No matter how expensive the cost in headhunting service is, it can't stop the determination of enterprises to recruit talents with high salaries. It can be seen that more and more enterprises have gradually realized that "the essence of enterprise competition is talent competition". Of course, headhunting service companies in Shenyang, such as Shenyang headhunting, Zhihong headhunting and Qiuyang headhunting, still have a certain gap compared with headhunting companies in foreign countries and South China. However, this method has become an effective way for many enterprises to recruit and airborne executives.

E. Recruitment through the media: Sometimes we can often see or hear the recruitment information of some enterprises on TV and radio. Most enterprises recruit junior staff or skilled workers in this way, which is usually attached to other advertisements, so this kind of recruitment will generally not become the main channel for enterprises to recruit.

F. Online recruitment: With the increasingly powerful network function, online recruitment has become the first choice for many enterprises. This method is suitable for enterprises to recruit people with a certain degree of education, which can save some investment costs and time for enterprises, but the recruitment effect is difficult to guarantee.

Many companies have tried one or more of the above recruitment methods, and basically followed the law of selecting positions in various ways, but they still failed to achieve the desired results. Many companies have issued a similar "talent market can't recruit good people" and "why is it so difficult to recruit people now?" Advertising is too slow to recruit people, and our company is too anxious to wait. "I don't know whether the direct cause of these situations.

Second, the problems and misunderstandings in enterprise recruitment and employment

Although human resources personnel and entrepreneurs always rack their brains and constantly try to find ways to improve the recruitment effect and recruit suitable talents as soon as possible, old problems have been solved and new problems have emerged one after another. I'm not a fairy, so I can't be complete and comprehensive. I can only explain what I thought and the problems I encountered.

1, the recruitment method cannot be single, and the selection channels should be multi-faceted.

When recruiting on a large scale, enterprises can't just pin their demands on one media or platform, because any method is not the most perfect and has its limitations in information release. If we only rely on one channel, it will inevitably lead to a waste of time and a delay in the completion of the recruitment task. Therefore, centralized recruitment must be multi-pronged and joint recruitment. For example, while recruiting junior high school students, enterprises can advertise in the evening paper for large-scale publicity, and advertise in the talent field or talent management in the city for supplementary recruitment; If you recruit middle and high-level talents, you can advertise through the mass media first and choose important positions to cooperate with headhunting companies; If you want to recruit junior personnel, you can combine the media such as Talent Business Situation, Business Daily and Morning Post with the city's talent on-site recruitment. Of course, enterprises have only a few jobs or quantity requirements. If it is not the market supply, as long as the recruitment channels are selected correctly, there should be no bad effect.

2. Recruitment is a long-term project.

Recruitment is not a short-term behavior that can be completely solved overnight for any enterprise, especially today when the market economy leads to the increasing flow of talents. Therefore, long-term problems should also be considered in the selection of recruitment methods, especially in commercial companies with a large proportion of sales staff. Although the effect of evening papers and daily newspapers is relatively concentrated, they are not suitable for long-term routine recruitment because of their high expenses, but talent business information or talent market exchange meetings can make up for this deficiency.

The fresh graduates are not necessarily worse than the experienced ones.

Many enterprises often turn away graduates when recruiting, believing that the main reason for this phenomenon is the poor stability of graduates. The employees trained by enterprises spend a lot of energy and expenses to serve his family in a blink of an eye, but they have worked hard to make a wedding dress for others, which really breaks the hearts of many enterprises, so enterprises put the focus of recruitment on that adult. I think this argument is too absolute. Shouldn't enterprises dialysis their own reasons for this phenomenon? Enterprises lack the retention mechanism, can't do their best, and rely on communication with employees? Aren't these the reasons for staff turnover? In fact, as long as there is a gap between the company's needs and employees, personnel turnover is inevitable. Compared with adults, fresh graduates have the advantages of being energetic, passionate, malleable, easy to adapt to the new environment and strong in learning and innovation, so opening the door to fresh graduates is often an opportunity for enterprises to upgrade.

4, regardless of the specific situation of the enterprise itself, blindly pursuing high-tech talents.

In the process of recommending to enterprises, I often encounter such a situation, "I want to find a bachelor degree or above, with more than five years of industry experience, preferably in a foreign company, with a good image and comprehensive quality? "Perfect Talents" As we all know, the enterprise itself is only a small and medium-sized enterprise, which cannot provide attractive salary, perfect welfare guarantee and broad development space. This kind of cooperation often ends in failure, not because we can't do it, but because the enterprise demands too much. In fact, candidates must consider the enterprise's own situation realistically and follow such a standard that "the best is not necessarily the most suitable, but the most suitable is the best". Sometimes, although an enterprise can raise a high-tech talent with a high salary, the management experience he has accumulated in the past industry background is difficult to really integrate with the corporate culture, so blindly pursuing high-tech talents sometimes makes the enterprise lose everything.

5, cramming temporarily, looking for it when you are free.

For human resources, it is very important to reserve talents. Long-term stable and sustainable development of enterprises can not be separated from the integrity of the workforce and the sufficient supply of follow-up forces. However, many enterprises often realize the importance of recruitment only when an employee suddenly leaves and falls behind. At this time, the vacancy has caused losses to the enterprise more or less, so don't always remember to forget to bring an umbrella when it rains. It is a compulsory course that any enterprise should pay enough attention to to perfecting the construction of talent echelon and making a good reserve of talents.

The selection of recruitment channels and the problems in enterprise recruitment mentioned above cannot be generalized, but should be analyzed in detail and in many aspects. Of course, I'm not an expert, and what I said may not be all right. I also hope to have the opportunity to consult more colleagues and entrepreneurs to solve the talent problem in the enterprise together. Finally, thank you for your concern and support for Zhihong Information Agency for many years. I hope that Zhihong people will have the honor to provide more human resources support for your enterprise.