Internal recruitment, how to achieve "get twice the result with half the effort"

Even some famous big companies are suitable candidates for high-level positions through talent training and reserve. After all, on the one hand, internal recruitment can boost employees' morale and arouse their enthusiasm for work, on the other hand, it is also conducive to improving the correctness and effectiveness of recruitment, reducing recruitment risks and saving recruitment costs. At the same time, it can also make enterprises get a reasonable return on the training investment of employees. However, is internal recruitment really a "sweet cake" as described in this way? Can internal recruitment really achieve "get twice the result with half the effort" easily? Actually, it is not. Although the cost of internal recruitment is less than that of external recruitment, the risk of recruitment is relatively small. However, if the operation is careless and the construction of methods, concepts and systems is not paid attention to, internal recruitment may make enterprises fall into the "swamp zone" of recruitment, which is more embarrassing and difficult than external recruitment. In this case, how can enterprises achieve the effect of "getting twice the result with half the effort" in internal recruitment?

To understand how to get twice the result with half the effort, we must first know what factors will lead to "get twice the result with half the effort". Xiao Zhao and Xiao Zhang both work in the sales department of W Company. Before Xiao Zhang, Xiao Zhao had worked in this company for three years. When Xiao Zhang first came to work in W Company, Xiao Zhao gave Xiao Zhang meticulous care and help in building the sales team. Especially when Xiao Zhang is new here, with few customer resources and poor sales performance, Xiao Zhao took the initiative to help Xiao Zhang introduce customers and tell them some practical marketing skills. In this regard, Xiao Zhang is very grateful to Xiao Zhao and often invites Xiao Zhao to dinner. One to two, the two became very good friends. With the continuous efforts of Xiao Zhang and the help of Xiao Zhao, the sales performance of the two men was almost equal soon, and the development trend of Xiao Zhang's performance showed signs of surpassing Xiao Zhao. However, due to the close relationship between the two, Xiao Zhang has no precautions and fears.

However, an unexpected thing broke this beautiful situation. The sales director of the company was suddenly "poached" by high salary. The top management of the company was shocked and asked the sales manager to recruit a sales supervisor in the sales team through internal recruitment as soon as possible, and the human resources department was responsible for assisting the work. As a result, the sales manager and the recruitment supervisor immediately released the news. Xiao Zhang and Xiao Zhao, due to their outstanding performance in recent years, have been selected at different levels and become popular candidates for this recruitment. By comprehensively measuring their files and sales performance in the past three years, the sales manager thinks that Xiao Zhang has great development potential and decides to hire Xiao Zhang as the sales supervisor. After learning the news, Xiao Zhang looked very happy, while Xiao Zhao was very depressed. In the following month, Xiao Zhao spent all the time in this depression and finally decided to leave the company and seek new development. Xiao Zhang is also unhappy. Because of his management ability and junior qualifications, it is difficult to manage the whole sales team, and he can only be exhausted every day.

From the analysis of the effect of this recruitment, it can basically be classified as failure. First of all, it didn't find a satisfactory candidate for the position of sales executive. After all, Xiao Zhang is working "physically and mentally exhausted". Second, due to operational skills problems, Xiao Zhao left his job, and the company lost another sales expert. Faced with such a recruitment result, both the general manager and sales supervisor of the company and the personnel in the human resources department will feel very sorry. But is this result accidental? Generally speaking, the failure of this recruitment is actually an inevitable result. On the whole, it is caused by the following reasons:

First, the company lacks the talent reserve mechanism.

The so-called talent reserve mechanism refers to the system and measures for enterprises to cultivate existing human resources from within the enterprise and improve the quantity and quality of human resources teams based on the consideration of reducing the risk of human resources management. If enterprises are used to seeking suitable candidates for relevant positions through internal recruitment, they must establish and improve their own talent reserve mechanism. Otherwise, internal recruitment, especially internal selection, will be worse than the embarrassing situation of "passively looking for water and cooking without rice". For example, the sudden departure of the sales director of W company shocked the top management of the company, the hasty internal recruitment activities and Xiao Zhang's incompetence in the position of sales director all indicate that W company lacks the construction of talent reserve mechanism.

Second, the correct concepts of people and positions need to be deepened.

Giving full play to one's talents is an important principle and a basic principle in human resource management recruitment. If the enterprise ignores the fundamental principle of suitable personnel, then the whole recruitment activity will make a major mistake in the direction. The lack of recruitment under the concept of suitable personnel not only hinders the improvement of enterprise human resource management efficiency and work efficiency, but also damages the harmonious and orderly development of recruiters' personal career. In the case, the sales manager selected the right person for the sales supervisor from the sales team, basically considering the concept of the right person. However, judging from the employment results and Xiao Zhao's working status and ability, the sales manager's grasp of the concept of appropriate personnel and positions is still conducive to further deepening. After all, from the results, Xiao Zhang is not the right person for this position.

Third, there is a lack of necessary training.

Some enterprises think that it is unnecessary for employees recruited internally to receive pre-job training. After all, recruiters have different understanding of the soft and hard working environment of enterprises. It is true that with the development of modern enterprise cooperative management, the relationship between departments and employees is getting closer and closer, and they all have a certain degree of familiarity and understanding. But we still can't ignore that the differences between departments and posts have not been eliminated because of the development of this trend. It is still an indispensable and important job to carry out necessary training for internally recruited employees. Through the implementation of necessary training, on the one hand, it will help recruiters to deepen their understanding of the office environment and new positions, on the other hand, it will also help recruiters to integrate into new positions and organizations as soon as possible, shorten the running-in period, and thus reduce the business risks of enterprises.

Fourth, ignore harmonious and effective communication.

Communication has a very important functional significance in all aspects of human resource management and other management. Especially as people gradually realize the importance of human resources in the whole modern management process, how to use harmonious and effective communication to break through the bottleneck of traditional personnel management and stimulate the potential of human resources is the top priority of human resources. This is especially true when recruiting internally. After the internal recruitment decision is made, employees who participate in internal recruitment will be divided into two categories: one is successful and the other is unsuccessful. Of course, we need to congratulate the successful recruiter and introduce the new position, office environment and other related aspects, but we need to give more encouragement to the unsuccessful recruiter, eliminate some confusion and misunderstanding in his heart, express the humanistic care of the enterprise, and make the misunderstanding of the unsuccessful recruiter not be eliminated in time, which will have a negative impact.

Therefore, from a big perspective, it is precisely because of these factors that "get twice the result with half the effort", internal recruitment can no longer be considered from a simple operation, but should be carefully weighed and comprehensively considered, establish a correct concept, establish and improve relevant systems and mechanisms, and block all sources that may lead to internal recruitment failure.

An internal recruitment activity that achieves twice the result with half the effort can be called a successful internal recruitment. As far as its characteristics are concerned, there are two main characteristics: one is to find suitable and satisfactory candidates for vacant positions in enterprises; Secondly, this kind of internal recruitment activity can effectively motivate employees and improve their work morale. Of course, to make internal recruitment have these two characteristics is not achieved overnight, and the following steps need to be done well:

First, establish a talent reserve mechanism within the enterprise.

The competition in 2 1 century is, in the final analysis, the competition for talents, which is already a cognitive concept. Faced with the scarcity of talents and the incentive of talent competition, how can enterprises effectively prevent the brain drain crisis and reduce the risk of human resources? As far as the author is concerned, the best way is to establish a talent reserve mechanism, especially those enterprises that are keen on internal recruitment strategies. On the one hand, it is conducive to reducing the unstable factors brought by the sudden brain drain to the development of enterprises, on the other hand, it can also establish an excellent human resource brand through the construction of talent reserve mechanism, and promote the recruitment and use of talents. The establishment of talent reserve mechanism specifically requires enterprises to dare to recruit and select employees with great development potential from outside and inside, and build a platform conducive to the development of this group, such as tilting training policies to this group of people and giving incentives.

Second, make a complete job analysis specification for the recruitment position.

Job analysis is the directional cornerstone of recruitment activities, and it is also the basis for ensuring economic and effective recruitment. Without a complete job analysis, the whole recruitment activity will be in an extremely chaotic state. Internal recruitment is no exception. Some enterprises think that only a simple oral notice is enough for internal recruitment, and there is no need to spend time and energy to formulate a complete job analysis specification. But the fact is that many candidates only know one thing about the job content, job responsibilities and working environment of the recruitment position, but they don't know another thing. Basically, they are in a vague understanding, and some of them are even wrong. Without a comprehensive and correct understanding of the job, the whole recruitment activity can not be successful in terms of time or quality. Therefore, in the face of internal recruitment, enterprises still need to take it seriously and formulate a complete job analysis manual in a procedural and structured way to ensure satisfactory results in internal recruitment.

Third, improve the internal recruitment system and optimize recruitment techniques and methods.

As the saying goes, without rules, there would be no Fiona Fang. If there is no perfect recruitment system to ensure internal recruitment, it may fall into a disorderly development mode in the competition of "inbreeding" or "faction". To improve the recruitment system and optimize the recruitment skills and methods, we mainly adhere to three concepts: First, abide by principles and procedures. Adhere to the principles of openness, fairness and justice, and strictly control and standardize every link of internal recruitment; Second, adhere to the concept of development.