How to determine the efficient recruitment strategy of enterprises

And talents must first be recruited. Therefore, the competitiveness of an enterprise is largely related to its recruitment ability. In fact, many enterprises have the problem of "difficulty in recruiting workers", especially small and medium-sized enterprises. This problem is even more serious because of their low popularity and unattractive salary and benefits. However, many enterprises often blame the "recruitment difficulty" on external reasons (such as lack of talents and high requirements of applicants). ), but they seldom realize that this "difficulty" may be caused by their own recruitment strategies and methods. The author believes that to solve the problem of "recruitment difficulty", we should start from three levels: technology, tactics and strategy. 1. Technical level: To realize the technical level of scientific selection is to quickly and accurately find out the candidates with knowledge, experience, ability, personality, motivation and other aspects from the candidates through scientific methods, so as to realize the matching between people and posts and reduce the risk of employing people. The technical scheme mainly includes the following aspects: 1. If there are no criteria for selecting talents, or the criteria are unclear and inconsistent, it will cause two problems: First, the recruitment efficiency cannot be guaranteed, because you don't know what kind of people are suitable and what kind of people are not suitable, which will waste a lot of time and energy; Second, the quality of recruitment is difficult to guarantee. After HR worked hard to recruit, the ability and quality could not meet the job requirements, and the employing department was not satisfied. Therefore, building a clear talent standard is the premise to improve the efficiency and quality of recruitment. Effective talent standards should accurately reflect the requirements of the post and help to correctly screen qualified candidates. Generally speaking, only choose the right one, not the expensive one. 2. Strict recruitment process The recruitment process should be closely linked and arranged reasonably, not too long or too short. Too long is a waste of energy and cost, at the same time, it also makes candidates feel that the efficiency is too low, too short and too hasty, and makes candidates feel that the management of the enterprise is not standardized. Therefore, it should be handled flexibly according to the nature and level of the post. Generally speaking, the higher the post level, the more humanized the process. If it is a large-scale recruitment, you can also consider adopting a round-by-round elimination method. In addition, the application of effective resume analysis and screening technology and recruitment management system will help to quickly eliminate obviously unqualified candidates and greatly improve recruitment efficiency. 3. Scientific evaluation tools There are many tools for talent evaluation, including online standardized psychological test, offline evaluation center technology and interview, background investigation and so on. Evaluation is like going to the hospital for a physical examination. Different tools measure different indicators. Each tool has its own emphasis and limitations. If the tools are not selected properly, scientific and accurate evaluation cannot be achieved. Theoretically speaking, the more tools, the more comprehensive, accurate and in-depth examination of the ability and quality of candidates, but also a cost and energy issue must be considered, so it is very important to choose the right tools. Generally speaking, the higher the level, the more important the position, and the more advanced tools should be used, and vice versa. 4. Professional recruiters include recruiters, organizers, proposers, interviewers, etc. Excellent recruiters should first have excellent business skills, rich recruitment experience and be proficient in recruitment methods and processes. Secondly, we should have a good professional quality, be able to treat every candidate seriously, overcome all kinds of prejudices in the recruitment process, patiently provide services and help to candidates, and establish a good corporate image for the company. Second, the tactical level: expanding the scope of talent selection If there are no candidates, no matter how good the recruitment technology is. Therefore, what needs to be solved at the tactical level is to find more candidates and expand the scope of talent selection by adopting effective strategies. The tactical plan mainly includes the following aspects: 1. Appropriate recruitment opportunity Before recruitment, we should carefully analyze the changing trend of talent supply and choose the right time to recruit. If the timing is wrong, the job fair will be more difficult. For example, the golden period of social recruitment is "gold, three silver and four", because after the Spring Festival is the peak of job-hopping, and the sources of candidates are wide; The golden period of campus recruitment is "golden September and silver ten", because the first step can attract more outstanding talents. Of course, this should also be based on the actual situation of the enterprise. What enterprises need is not the best talents, but the most suitable talents. Therefore, for some small and medium-sized enterprises, it may be more appropriate to choose to recruit after the campus recruitment peak. 2. There are many suitable recruitment channels, so we should choose different channels to recruit different employees. For example, a large-scale campus recruitment needs to go to the campus for on-site recruitment, a small number of campus recruitment can publish information on special recruitment websites, recruiting executives and senior professionals can ask headhunters for help, general social recruitment can choose some large-scale well-known recruitment websites, some industry-specific talents can choose professional websites, and recruitment of general workers or laborers can choose traditional channels such as newspapers or television. 3. Clever job advertisements Job advertisements have certain fixed contents, such as what kind of people to recruit, what are the specific requirements, and so on. The design of recruitment advertisements should first be focused and clearly defined, and the recruitment positions and specific requirements should be displayed in the most concise language or chart, so that people can see at a glance; Secondly, under the real premise, the company and the post are properly packaged; Third, it is creative and eye-catching in form and content. Conditional enterprises can also hold seminars or special job fairs and so on. 4. Proactive recruitment attitude After posting the recruitment information, you can receive the resume of the applicant. But sometimes it is not enough to just "wait for the rabbit", but also "take the initiative to attack". Because some job seekers have rich work experience and are not in a hurry to find a job, or some candidates are still working, they will not easily quit without good opportunities. If you want to win the favor of these candidates, you might as well be more active, take the initiative to search for qualified people on the recruitment website and contact them in various ways, so that you won't miss any talents. Third, the strategic level: the technical and tactical level of attracting outstanding talents can only alleviate the problem of "difficulty in recruiting workers" to a certain extent. To solve this problem fundamentally, we must establish a good image of respecting knowledge and talents, improve employee satisfaction and cultural identity, shape a good employer brand, attract outstanding talents to apply for joining, and make the talent pool of enterprises full of talents and become a reservoir of talents. The strategic solution mainly includes the following aspects: 1. The competitive salary economic foundation determines the superstructure, and salary is the most basic and fundamental way of all incentives. If you don't do this, no matter how good it is, it will be empty. Because salary represents the affirmation of the value of talents to a certain extent, if you are not willing to pay a penny more, what makes you say that you respect talents? Money makes the mare go, and competitive salary is the primary factor to attract talents. First, the salary level should be attractive to ensure the quality of life of employees; Second, the salary structure should be flexible, and personalized salary measures can be taken according to the special circumstances of different talents. 2. Broad prospects for development A thriving enterprise, in which personal development is of course "a rising tide lifts all boats". Pig eight quit to sleep, selfish, love gossip. Why did such a person finally achieve a positive result and be named as a "net altar messenger" by the Tathagata? Because he followed the right organization. On the other hand, if the enterprise's prospects are bleak and it is impossible to grow and develop, how can individuals develop? Therefore, enterprises should concentrate on improving business performance. Only when the performance is good can you attract talents, because people are willing to come if you have meat to eat. 3. The platform for displaying talents Even if the enterprise is excellent, if the individual does not have a suitable position, the hero is useless and it is difficult to attract talents. Therefore, enterprises should provide a platform for talents to display their talents, provide all kinds of support and help for the growth and development of talents, especially design career development channels for employees, so that employees and enterprises can grow together. 4. Good corporate image When looking for a job, many people apply according to the company's reputation. At this time, the quality of corporate image plays a decisive role. In other words, every enterprise must maintain a good corporate image in order to win the favor of more candidates. To establish a good corporate image, we must cultivate both internal and external skills. First of all, we must practice our internal strength and provide excellent products and services for the society. Secondly, we should introduce and publicize ourselves to the public through various propaganda means, so as to familiarize the public and deepen their impression. In a word, for enterprises, except talents, everything is a cloud. Grasp talents and grasp the future. Therefore, enterprises should effectively solve the recruitment problem from three aspects: strategy, tactics and technology according to their actual situation. Believe it or not, I do. Author: Zeng Shuangxi