What strategies can be adopted in personnel recruitment?

Personnel recruitment is an activity of making decisions and arranging personnel according to the results of selection, and the most critical content is to make good decisions on personnel. Employment decision-making is based on the principle of personnel employment, avoiding the interference of subjective arbitrariness and unhealthy trends, combining with various assessment and test results in the selection stage, making comprehensive evaluation and selecting the best candidates to determine the employment list. It is worth emphasizing that all methods in personnel selection can be used to select potential employees, but when deciding which selection method to use, it is generally necessary to comprehensively consider factors such as time limit, relevance between information and work, and cost, and adopt a method for jobs that are relatively simple or do not require special skills. For example, to recruit typists, it is generally enough to make a decision based on the results of the typing test of the candidates. But for most positions, it is usually necessary to adopt a variety of methods, combine with each other, foster strengths and avoid weaknesses, and improve the scientific and correct decision-making of personnel. Generally speaking, the main recruitment strategies are:

First, multiple elimination

Every examination method in the multiple elimination method is elimination, and candidates must reach a certain level in each examination to be qualified. This method is to implement a variety of assessment and test items in turn, and eliminate a batch of low scores at a time. Those who pass all the assessment items will be ranked according to the actual potential of the final interview or test, and the list of candidates will be selected.

Second, the type of compensation

In the compensation formula, the scores of different tests can complement each other, and finally the employment decision is made according to the total scores of all tests. For example, a written test and an interview are conducted for the candidates respectively, and then the total score of the candidates is comprehensively calculated according to the prescribed weight ratio of the written test and the interview, and the candidates are decided to be hired. It is worth noting that due to different weight ratios, there will be differences in candidates for employment. Assuming that one of Party A and Party B is employed, their basic information and assessment scores are shown in Table 2- 1. Who to hire depends on the weight coefficient of different projects. If the weight of each assessment factor is the same, the comprehensive score of A is 6, and that of B is 5.9, with A being the best; If the technical ability and political and ideological level are highlighted, the comprehensive score of A is 4.75, that of B is 4.5 1, and A is the best; If education and organizational leadership are highlighted, A's comprehensive score is 4.55, B's comprehensive score is 4.6 1, and B is the best.

Third, the combination type

Combined, some tests are eliminated, and some can compensate each other. Candidates can only take other tests after passing the elimination test.

Matters needing attention

When making the final employment decision, we should pay attention to the following questions:

1. Try to use the comprehensive measurement method. The personnel to be employed by the enterprise must be able to meet the needs of the unit. Need to meet the requirements of work quality. Therefore, we must give different weights to different abilities and quality requirements according to the actual needs of units and positions, and then hire those candidates with the highest scores.

2. Reduce the number of people who make recruitment decisions. When deciding who to hire, we must adhere to the principle of fewer but better, and choose those who are directly responsible for examining the job performance of the applicant and those who will make decisions with the applicant. If too many people are involved, it will make hiring decision more difficult, cause endless arguments or waste time and energy.

You can't ask for perfection. People don't have a perfect J. Don't be picky when making employment decisions. You are always dissatisfied. We must distinguish between the main problems and the main aspects, and which abilities are indispensable to complete the work, so as to hire the right candidates.