Recruitment strategy of personnel recruitment

First, strengthen the comprehensive quality training of recruiters to improve the effectiveness of recruitment.

1。 Strengthen the recruiter's own infiltration of organizational culture. The management idea of "organizational culture" is widely used in recruitment activities. A successful enterprise's internal cohesion and strong attraction to human resources lies in its excellent organizational culture, which is the best "advertisement" for enterprises to recruit talents. Recruiters themselves are the best practitioners of organizational culture. Only those who are deeply branded with organizational culture can exude the brilliance of organizational culture in recruitment and selection. Therefore, strengthening candidates' own understanding of organizational culture can make them fully understand organizational culture and invisibly promote on-the-job training to the recruitment and selection process.

2。 Strengthen the recruitment concept of "matching talents with enterprises" of recruiters. The recruitment concept of "matching talents with enterprises" means that the talents recruited are not necessarily the people with the highest academic qualifications and the best grades, but they must be the people who are most suitable for enterprises. Recruited employees can be competent and serve enterprises for a long time, which is the need of sustainable development of enterprises and the need of cost saving of enterprises. Therefore, recruiters should not only emphasize the matching between candidates and specific positions, but also examine the matching between the internal characteristics of candidates and the main characteristics of enterprises, pay attention to the interaction between individuals and teams, individuals and enterprises, and realize that candidates are "three-dimensional people" and "comprehensive people" with their own thoughts, personalities and personal feelings, rather than pure "economic people" and "laborers". These seemingly unrelated personality psychological factors and non-intelligence factors directly affect the individual's recognition and acceptance of the enterprise, job satisfaction and perseverance to overcome difficulties.

3。 Improve recruiters' own business knowledge and professional knowledge. The competition between enterprises is the competition for talents, and in the fierce competition for talents, recruiters play an important role and are the representatives of corporate image. Recruiters are the first contact between enterprises and talents. The ability, style and temperament of recruiters often leave a deep impression on candidates, which is the window for candidates to understand the enterprise and the first link to attract talents. The poor performance of a recruiter may make all the recruitment efforts and investment of the enterprise go to waste, make the enterprise miss the talents it needs, and make the enterprise at a disadvantage in the talent competition. It can be said that the quality and performance of recruiters determine the attractiveness and competitiveness of talent recruitment, and the effectiveness of talent recruitment under other similar conditions in enterprises. To be a qualified or even excellent recruiter, you need to constantly learn business knowledge and professional knowledge, have the knowledge and ability of interpersonal communication, and have the knowledge, skills and strategies of talent recruitment. Master the latest policies and industry trends, establish service awareness, image awareness and competition awareness, and constantly cultivate their own conduct. Only in this way can we effectively improve the quality of recruiters and enhance the talent attraction and competitiveness of enterprises.

Second, improve the professional sensitivity of recruiters and strengthen the risk prevention of information asymmetry.

In the recruitment process, because the recruiter doesn't know the real working ability of job seekers, low-ability job seekers may pretend to be high-ability job seekers to deceive enterprises (such as job seekers forging graduation certificates and letters of recommendation) and exaggerate their abilities to deceive enterprises to sign labor contracts with themselves, which will greatly reduce the effectiveness of recruitment, thus triggering recruitment risks and bringing huge losses to enterprises. In order to avoid risks correctly and realize the effectiveness of recruitment, the main countermeasure to solve recruitment risks is to increase the information symmetry of both parties. Specifically, the following measures can be adopted:

1。 Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your expenses, but on clear job requirements, suitable recruitment methods and standardized recruitment procedures. In order to prevent the phenomenon of camouflage in the recruitment process, recruiters must formulate recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing recruitment results, and evaluating recruitment itself.

2。 Recruiters should get more information about job seekers. Recruiters are required to actively collect information about job seekers, including interviews and psychological tests, in order to obtain hidden information of job seekers, such as personality, potential and personality. Recruiters can also verify the authenticity and ability evaluation of job seekers' materials through various channels, such as former employers, graduate schools of job seekers and headhunting companies.

3。 Recruiters should adopt different recruitment skills and methods. When evaluating candidates, recruiters can conduct psychological tests, professional skills tests, interviews, scenario simulations, etc. In addition, error correction technology should be adopted to overcome information asymmetry, and the recruitment technology of "trusted information transfer method" should be applied according to the changes and different stages of information development. Of course, it is profitable for recruiters to obtain information, but it also needs to pay a certain cost. The degree to which recruiters should obtain information depends on the balance between the cost and income of the enterprise.

Third, avoid the common psychological mistakes of recruiters and improve the effectiveness of recruitment.

1。 The first sight effect. The first sight effect refers to the impression and psychological effect when you meet a stranger for the first time. In people's daily life, people will consciously or unconsciously evaluate people who meet for the first time according to their first impressions, while ignoring the information that the first impressions of the winners are inconsistent. The first impression based on the first sight effect mainly includes expression, body appearance, clothes, temperament and manners. Recruiters are easily confused by the performance of the initial stage, and often use the performance of the initial stage to replace the performance of other stages and the whole process.

2。 Halo effect Halo effect is also called association effect. It means that the outstanding characteristics of one aspect of things cover the characteristics of other aspects. In recruitment activities, the specific performance of halo effect is that one outstanding feature of candidates is easy to attract the attention of recruiters, while other qualities are ignored. For example, the applicant's language expression ability is very strong, leaving a good impression on the recruiter, while some recruiters are influenced by the halo effect and arbitrarily think that the applicant is all right; On the other hand, I think everything is poor. This psychological effect of replacing the real and objective connection of the applicant's own quality with subjective connection should be prevented and avoided.

3。 "Off-line kite" phenomenon. Unconsciously talking to candidates about things that have nothing to do with work makes job hunting lose its direction, which gives candidates the opportunity to develop in a direction that is beneficial to them, and often gives them an advantage.

4。 The phenomenon of "just listening and not watching". Recruiters concentrate on recording the answers of the subjects, but forget to observe the candidates. Therefore, the recruiter should concentrate on observing the reaction behavior of the candidate and check whether what he said is consistent with his reaction.

In a word, recruitment is very important for any enterprise. "Selecting people" is the first step of human resource management. If the quality of the starting point is not high, not only the follow-up human resource management will get twice the result with half the effort, but also the implementation of the company's decision-making will be affected.