How to deal with the problems in the recruitment of supermarket chains?

First, the supermarket chain recruitment status and main problems. First, the recruitment work can't keep up with the rapid expansion requirements of chain supermarkets; Second, the basic work of recruitment is weak and lacks scientific theoretical basis; Third, the structure of recruiters is unreasonable; Fourthly, the application of modern quality assessment methods in recruitment is less; Fifth, the functions of employment feedback and evaluation are often ignored; Sixth, recruitment is not closely related to other links of human resource management. Second, the countermeasures (1) to change the traditional concept of personnel, we must establish a "benevolence-oriented" management thought, and benevolence-oriented management = talent+team+culture; Second, we should attach importance to the role of recruitment; Third, it is necessary to raise the recruitment awareness of middle and senior managers; Fourth, we must ensure the institutionalization and proceduralization of recruitment. (II) Establishment and application of the "five-step recruitment model" of supermarket chains In order to ensure the scientificity and standardization of recruitment and improve the recruitment effect, recruitment activities are generally carried out in accordance with the following five steps. 1. Step 1: Preparation before recruitment Chain supermarkets need to do two important basic tasks before recruitment, namely human resource planning and job analysis. According to the changes of internal and external environment and conditions, supermarket chains scientifically predict the supply of human resources, formulate corresponding signboard policies, plan human resources and balance the supply and demand of human resources.