Recruitment paper thinning

Recruiting soldiers and choosing generals: a three-step recruitment process

As a recruiter of an enterprise, we should pay attention to the three steps of conscription in order to complete the work of "recruiting and selecting generals" with good quality and quantity:

The first step is the selection of recruitment channels.

The success or failure of recruitment depends largely on how many qualified candidates apply. The more applicants there are, the greater the possibility for enterprises to choose suitable personnel, so the reasonable selection of recruitment channels is very important. The source, scope, overall quality and quantity of recruits are directly determined by different positions, different requirements and requirements for personnel, different arrival time of new employees, different investment in recruitment and different recruitment channels chosen by corporate recruiters.

Step 2: Efficient recruitment process

After receiving a large number of resumes, an efficient interview session is very important to ensure that enterprises attract talents in a timely and effective manner. Of course, in this process, with the display of corporate culture and image, if we can establish and maintain a good corporate culture and image, and at the same time improve the recruitment efficiency, it will inevitably help enterprises recruit more and better talents than other enterprises. Because the talents you value are also popular in other enterprises, in the end, the main problem is efficiency when the basic conditions are similar. Therefore, before the recruitment, it is necessary for the enterprise human resources department to formulate an effective interview process. In this process, in addition to defining the personnel, responsibilities and work links, it is also necessary to clarify the details of the recruitment work, such as time and place, otherwise the whole recruitment process will look chaotic. There are several points: 1. Clarify the responsibilities and authority of human resources department and talent demand department in recruitment. The main responsibility of human resources department in recruitment is to examine the basic quality of candidates and verify the authenticity of information. To some extent, it is to select candidates on behalf of "business owners" (whether job seekers have the basic qualities, personality and ability characteristics required by corporate values). The main responsibility of the personnel demand department is to examine whether the knowledge, skills and experience of job seekers meet the job requirements. For professional and technical personnel, the employment decision is mainly made by the personnel demand department; People in management positions must finally be interviewed by senior leaders in charge. 2. Make clear the testing links and methods of personnel in different positions. There are differences in the complexity of recruitment process and the design of testing methods for different recruitment positions. The human resources department should determine the recruitment links and applicable testing methods and means for different positions in advance, and can operate in an orderly manner according to the process. At present, many enterprises have the same testing procedures and methods for all positions. For example, recruiting a CFO and a clerk requires three interviews, and the test methods are the same. This can not specifically test the competency characteristics of job seekers that match the job requirements. The seemingly standardized test procedures and processes have not actually played a role. 3. Clarify the new employee induction procedures. For new employees hired by enterprises, in order to ensure that they can enter the enterprise smoothly in a short time, it is necessary to have standardized entry procedures, which plays a very important role in helping employees feel the corporate atmosphere and adapt to their work roles as soon as possible. For example, before a new employee takes up a job, he should be informed in detail of the personal information he needs to prepare to avoid the trouble caused by incomplete information in the future; New employees need different personnel to provide supporting services, such as computer, telephone and other equipment operation training, office supplies collection, dining arrangements and so on. Sometimes a link is omitted, which may affect the psychological feelings of new employees. Only with clear procedures can such problems be reduced or avoided.

The third step is the effective screening of personnel.

The research shows that the labor efficiency of the best employees in the same position is three times that of the worst employees, which means that before people enter the enterprise, they need a good identification and selection process to choose people with corresponding skills, knowledge and experience who are willing to work for the enterprise at the same time. Therefore, personnel selection is the most critical and technical step in the recruitment process. The screening methods mainly include resume review, interview and test. 1. Resume review is mainly based on personal basic information, work experience, knowledge and skills. Reflected in the resume of the job seeker, the content that meets the requirements of the recruitment position or has questions is reviewed to judge its authenticity. At present, for some positions, recruiters can know the actual work situation of candidates through background investigation. Of course, before doing a background check, you need to confirm that the job seeker has left the original unit and get the consent of the job seeker. For example, some time ago, we were recruiting a manager of the manufacturing department. Everyone thought that he had a good overall quality and had certain production management experience (his resume reflected seven years of production management experience). Just before the company issued the employment notice, we learned through background investigation that he left the last company indicated in his resume two years ago, which was not the working time reflected in his resume. After learning from me, he worked as a salesman in another company for two years. In order not to affect this position, I didn't write this experience. In this case, the company is very sorry to recruit relevant personnel, because the company takes "integrity" as the first priority, and on this basis, it takes ability as the main orientation. In fact, his sales experience in the last two years, which he didn't tell the truth, didn't have much influence on the position of manufacturing manager he applied for, because after the ability test, his professional skills and knowledge background still met the post requirements. Unfortunately, I am in a hurry to find a job. While adding weight to my resume, I abandoned the most fundamental quality "integrity". 2. Face-to-face interview is a well-designed personnel screening method to understand the quality, characteristics, ability and job-seeking motivation of candidates through two-way communication methods such as face-to-face observation and conversation between examiners and candidates (of course, the computer and network "face-to-face" mode has appeared now). Pay special attention to identifying the false information of the other party during the interview. When providing true information, job seekers often show confidence and confidence, and what they talk about can be consistent with the facts reflected in their resumes. On the contrary, if the job seeker provides false information, it is manifested as hesitation in language or behavior, or rambling, vague in language and unable to get to the point. For example, a job seeker gave an example of how to carry out project management. He said, let's promote the progress of the project together ... we will discuss and study the problems in project management together. He always emphasizes us. Perhaps the reality is that he is only a member of the project management team, not the project leader. At this time, the recruiter only needs to let him know the composition of the project team, the specific division of labor, and the relationship between superiors and subordinates, and basically confirms his specific situation. 3. Testing is an objective and standardized measurement method, aiming at obtaining information about special interests, characteristics, knowledge, abilities or behaviors from individuals. According to the content of the test, it is divided into: ability test, intelligence test, personality and interest test, etc. Generally speaking, the screening test is more suitable for blue-collar and civil servants, but less suitable for management and personnel jobs. What kind of evaluation can help enterprises choose the right person? Simply put, it is an evaluation that can help enterprises "find, arrange and push the right people to do the right things". Different enterprises have different cultures, and different positions have different work contents and goals, so there is no unique standard for suitable people. At present, the establishment of popular enterprise competency model and post competency model is to try to find out what qualities people in specific enterprises and posts should have. Competency feature refers to "the potential deep-seated feature that an individual can distinguish outstanding performance from general performance in a certain job". Since ability is so important in the recruitment interview, where can we examine the various quality requirements of candidates in the interview? At present, most enterprises will invite professional organizations to help them complete the competency analysis of personnel in various positions. The process of quality analysis is: ● Collect information about activities/behaviors, knowledge and motivation from employees, employees' superiors and others who are familiar with the target position. Analyze the collected information and divide it into different groups to form a quality table. ● Let the managers familiar with the target position evaluate the importance of the target position according to each quality, and then rank each quality from big to small according to the importance. ● Make statistics on the evaluation and ranking of managers, and finally produce a formal quality ranking. ● Quality analysis not only helps us to find out the accuracy of job seekers' quality, but also helps us to know which qualities are crucial to the success or failure of the target position. In short, in the actual recruitment of enterprises, the above three steps are the most basic working procedures. Recruiters need to constantly improve and deepen all aspects of recruitment according to the specific conditions of enterprises, and play an active role in selecting suitable talents for enterprises quickly and effectively.