How to strengthen the recruitment effect and improve the evaluation system

Needless to say, in human resource management, any enterprise will first face the process of how to obtain the needed talents. Therefore, the "good" and "bad" recruitment work not only determines whether the enterprise can attract outstanding talents, but also affects the flow of the whole human resources. Recruitment is an important part of enterprise human resource management and an important form of enterprise human resource investment. The effective implementation of enterprise recruitment is not only related to human resource management, but also plays a vital role in the overall operation of enterprises.

At present, it is another year's graduation season, and a large number of fresh graduates have begun to embark on the "journey" of graduation and job hunting. In another month or so, it will be the "Golden September and Silver 10" recruitment season that we often say. Facing the current "market" situation of human resources, as HR, we must keep pace with the times, make timely improvements in recruitment and constantly optimize the effectiveness of recruitment.

First, grasp the correct direction and do a good job in the preliminary work.

Recruitment, can not simply think that according to the needs of business departments, we must grasp the "scale" of our company in the direction and purpose of recruitment. Neither overqualified nor overqualified, otherwise it will not only increase the cost of human resources, but also bring huge losses to the sustainable development of enterprises. "Fit" is the most important thing.

Second, adjust the human resources planning.

Human resource planning is an important part of enterprise planning and the starting point and foundation of various human resource management activities, which directly affects the quality and efficiency of human resource management. According to the current market forecast, we will start with short-term planning adjustment, start with tactical planning and management planning, and mainly adjust departmental planning and project planning to make the business planning of human resources more in line with the company's reality. Adjust the post preparation plan, personnel supplement plan, personnel allocation plan, promotion plan and retirement plan in advance.

Third, re-analyze some work.

Job analysis is the basis and premise of all functions of modern human resource management. In view of the new and adjusted positions in the company, a comprehensive and in-depth job analysis is carried out to form a high-quality job description, which can fully understand the characteristics of post work and the requirements for employees and lay the foundation for recruiting, selecting and appointing qualified personnel.

Fourthly, the competency standards of key positions are redefined.

Although the job description contains job requirements, it is far from enough for some key positions and lacks deep-seated quality requirements, which can not effectively support the selection of personnel. Therefore, for some key positions, it is necessary to revise and improve the post competency model, and at the same time, on the basis of clarifying the competency types, it is clear that different positions have different requirements for the same quality type.