How to solve recruitment difficulties

1. Properly increase the wages of ordinary workers and improve their benefits.

Putting people first, raising wages, improving benefits, and treating employees well are not only the moral demands of public opinion, but also market factors that must be considered in corporate decision-making and the key to corporate development. Therefore, enterprises must first increase employee wages appropriately and cannot use the minimum wage standard as a shield; second, they must improve the living environment and working conditions of employees.

Enterprises can establish employee dormitories according to their own conditions to solve the living problems of employees; third, they must sign labor contracts with employees, pay social insurance for employees, and improve welfare benefits; fourth, they must control daily work in accordance with relevant regulations time to allow employees adequate rest and activity time. In this way, we can attract and retain people with appropriate wages and a good environment.

3. Establish and improve an integrated mechanism for government coordination and enterprise recruitment and employment.

First of all, in enterprise recruitment, the government must conscientiously perform its functions of policy guidance, macro-control, market regulation, and public services. Establish a recruitment mechanism that is market-led, with enterprises as the main body, and operates in a coordinated, standardized and orderly manner in accordance with market laws. The government will not be a nanny for foreign-funded enterprises in recruiting workers.

Secondly, enterprises are the main body of employment and should also be the main body of recruitment. Enterprises can set up a recruitment platform through the government, but they must overcome the idea of ??over-reliance on the government. Because labor recruitment is a market behavior and an important part of an enterprise's internal operations. As a special commodity, labor is a business strategy for enterprises to purchase and convert it into capital, thereby creating wealth. Therefore, enterprises should act in accordance with market rules, increase cost investment in recruitment, set up specialized work organizations, enrich personnel, implement responsibilities, formulate recruitment strategies, establish networks, expand publicity, increase independent recruitment efforts, and conscientiously perform recruitment functions.

Third, we must carefully summarize the experiences and lessons learned from recruiting workers in the past and learn good methods for recruiting workers from other places. Effectively change the phenomenon of government recruitment and enterprise employment being disconnected from each other, and transform it into a recruitment and employment form in which the government coordinates or pulls the strings, and enterprises recruit independently, so as to truly realize the integration of enterprise recruitment and employment. To this end, foreign-invested enterprises must be guided to do a good job in eight aspects. First, conduct extensive publicity through various channels such as information platforms to expand online recruitment. The second is to send personnel to jointly recruit workers with government departments, select provinces with large populations and abundant labor resources, and contact and communicate with government departments. The enterprises will do a good job in publicity, answer inquiries, and directly handle recruitment matters.

The fourth is to establish contact and cooperation with employment agencies and open up new recruitment channels through them. The fifth is to refine the company's recruitment brochure, fulfill its recruitment commitments, and improve the company's credibility. Sixth, relax the ratio of men to women and age restrictions, simplify recruitment procedures, and expand local recruitment. By linking with cities, counties, districts or towns, and linking with schools, we can take the initiative and recruit workers at designated locations. This can increase the number of employees recruited by enterprises nearby and better avoid large-scale employee turnover or loss.

4. Do a good job in internal management of the enterprise.

First, we must put people first, treat employees well in management, improve the company's internal management system, conduct civilized management of employees in accordance with the law, and pay attention to protecting the legitimate rights and interests of employees. In particular, managers below the middle level cannot fire employees at will, make things difficult for employees, make a fuss to punish employees, or treat employees roughly.

Second, we must improve cultural, sports and entertainment facilities, create and enhance the connotation of corporate culture, organize employees to carry out more learning, cultural, sports and entertainment activities to enhance the cohesion of the company.

Thirdly, we must strengthen labor safety management, strengthen safety monitoring in normal times, and properly handle work-related accidents in accordance with relevant national regulations.

Fourth, we must take measures to train employees. The technical level of employees is directly related to the development of the company. Therefore, companies must put training in an important position and establish a long-term and stable training system. Qualified companies must also Establish your own training base to cultivate various technical talents suitable for the needs of the enterprise. At the same time, employees should also be educated to be self-reliant and self-disciplined, study hard, improve labor skills and quality, regard the enterprise as their home, work hard, and actively provide rational suggestions to the enterprise.

Fifth, we must strengthen public security management, severely crack down on disciplinary and illegal behaviors that endanger the personal and property safety of employees, ensure the safety of the factory and employees, and enable employees to work with peace of mind and stability for the long term.

Sixth, we must establish a trade union organization to safeguard the legitimate rights and interests of employees and enhance the centripetal force of the enterprise.