Investigation on the background of talent recruitment in higher education industry

1. Urgency of teacher recruitment in higher vocational colleges Higher vocational education is an advanced stage of vocational and technical education. Compared with ordinary higher education, higher vocational education focuses on cultivating technical applied talents. Therefore, under the double escort of enterprises and training talents, the social demand for all kinds of higher vocational talents has increased sharply, and the scale of running higher vocational education in China has also expanded rapidly. However, the expansion of the scale of running a school also highlights the contradiction of insufficient talent resources in higher vocational education. On the one hand, there is a shortage of teachers and personnel; On the other hand, the structure of teachers is unreasonable, including professional structure, knowledge structure and age structure. Therefore, the lag in the construction of teaching staff has seriously hindered the further development of higher vocational education, and the recruitment of teachers in higher vocational colleges is particularly urgent. 2. Problems in the recruitment of teachers in higher vocational colleges At present, there are many problems in the recruitment of teachers in higher vocational colleges, mainly including: 1) Insufficient human resource planning, also known as human resource planning, refers to the process of using scientific methods to predict the demand and supply of organizational human resources according to the development strategy, objectives and changes in the internal and external environment of the organization, and formulating corresponding policies and measures to balance the supply and demand of organizational human resources and realize the rational allocation of human resources. Human resource planning is the premise of human resource management activities and teacher recruitment. However, at present, many schools do not plan human resources when recruiting teachers, and do not predict the demand for teacher recruitment according to the development strategy of the organization. Instead, they all adopt the scheme of direct reporting by grass-roots units, and form a talent introduction plan after simple integration. Starting from the talent demand of grass-roots units, there is a certain randomness, which is easy to cause the selection criteria to be too rough and too broad, because grass-roots units often start from their own perspective, not from the perspective of the overall development of the college, regardless of the matching of organizational culture and the personality of imported talents. Therefore, according to this recruitment method, it is bound to increase the difficulty and risk of teacher recruitment. 2) Lack of teacher recruitment channels. At present, the talent market is active and the competition among employers is fierce. It can be said that "a thousand dollars is easy, but a thousand dollars is hard to find", so the choice of recruitment channels has become one of the focuses of talent competition. However, there are several problems in the recruitment channels of college teachers at present. First, the purpose of recruitment channels is not enough, and the recruitment channels of teachers can not meet the requirements of recruitment; Second, the recruitment channels are not economical enough and the recruitment cost is high; Third, the feasibility and operability of recruitment channels are not enough. 3) unscientific teacher recruitment procedures At present, many colleges and universities have established certain procedures in the process of teacher recruitment, and each step has certain assessment points, but there are also unscientific and imperfect procedures. For example, in resume screening, many colleges and universities only consider people with high academic qualifications and professional titles, only pay attention to prestigious schools, only pay attention to people with teaching experience in colleges and universities, or only pay attention to people with working experience in foreign companies.