How to improve the recruitment quality of enterprises

The quality of recruitment mainly depends on four points:

See if you can recruit the required personnel in time to meet the needs of enterprises;

Second, see if you can recruit suitable talents with the least investment;

Third, see if the qualified rate of new employees passing the probation period can meet the needs of the department;

Fourth, look at the turnover rate of "critical period" (generally referring to 6 months after joining the company).

Methods of improving recruitment quality

First of all, clearly define the "selection criteria"

Standards should be specific, feasible and measurable, so as to serve as a benchmark for recruiters, interviewers, screeners and recruiters. Because talent is not the better, only the right one is the best.

(1) What kind of people do enterprises need?

Is determined by the corporate culture. That is, candidates should have both ability and political integrity, putting morality first or talent first? Do you emphasize individuality or teamwork? Is it pioneering or steady? Wait, this focuses on the attitude and personality of the candidate.

(2) What kind of person does the position need?

Understand qualifications, age, skills, physical fitness, etc. through job analysis. What people in this position need can be clearly stated. This focuses on the ability and quality of candidates.

Only by mastering the standards can recruiters know fairly well and measure every applicant with this ruler in their hearts. Otherwise, you are at a loss, and there is no way to pick out the people needed by the enterprise from many applicants. What's more, they found that those candidates who passed the "layer-by-layer screening" did not meet the requirements of the enterprise in many aspects after a probation period, which led to a great waste of financial resources and energy.

When defining the "selection criteria", the recruiting department should consult with the employing department, because the employing department has more say in the ability and quality of the candidates, and it is also used by them after recruiting people, which needs to be considered appropriate by the employing department.

Second, the recruitment channels should be "targeted"

As a recruitment department, it is necessary to find employees who match the position at the most suitable price. And the resume quality of different recruitment channels is different. Therefore, different recruitment channels should be used to recruit different positions, and it is impossible to find all the positions in the same channel.

In addition to traditional recruitment channels such as online recruitment, campus recruitment, internal recommendation, headhunting recruitment, on-site job fair, and re-employment of resigned employees, we can also try new online recruitment channels such as professional forums, social networking sites, QQ, MSN, Weibo and WeChat.

Of course, HR should also pay attention to and try new recruitment channels and methods:

1. Peer resources * * *

We know that even enterprises in the same industry have different standards of employing people because of their own characteristics and corporate culture. In other words, people with the same quality are suitable for enterprise A, but not necessarily for enterprise B. ..

In view of this, 138 beauty talent network has established an HR exchange group, where colleagues can get help in time when they encounter work problems, and they can also enjoy resources-resumes, thus helping each other.

Use inventory products

What is an "inventory product"? It is the resume of the enterprise talent pool. Of course, these resumes belong to the interviewed candidates.

Every recruitment will have several suitable candidates, and then choose the one that feels best. What about the rest? Just put them in the talent pool of the enterprise. When the employees in this position leave their jobs and the situation is urgent, they can contact these former candidates. After all, it has been interviewed, and the process of interviewing again is not so complicated.

No matter which recruitment channel has its advantages and disadvantages, HR should decide after comparing the advantages and disadvantages of various recruitment channels according to the talent demand (positioning) and the enterprise's own situation.

Third, recruitment should have a posture, but also "put down the body."

I believe that many HR will encounter the situation of breaking the contract in the interview when recruiting. In fact, there are many reasons for this situation, one of which is that the applicant is really "unable to leave" because of his busy work. This often happens to managers above the supervisor/manager level.

In view of this situation, we can take this approach: through evaluation, we basically determine that this person is the "target talent" we need and belongs to the "leader" of this position in the industry, then we will take the initiative to attack and serve home, that is, on-site interview.

This method has four advantages:

First, it shows our sincerity;

Second, you can fully understand the company where the applicant is currently working, understand the cultural atmosphere in which he is located, and facilitate a purposeful comparison with our company;

Third, by witnessing their workplace/environment and subordinates' dynamics, we can better understand their work style and behavior style;

Fourth, because in their own "turf", you can relax and avoid "grasping", which is convenient for smoother communication and further increase understanding.

Note: This kind of interview must be communicated well in advance. If the applicant doesn't want him to enter the company or office, he can also make an appointment in the coffee shop or have lunch at lunch time.

Through the interview, as long as we are sure that this is the "dish" we want, we must do our best to "win".

Fourth, let the recruiter become the "image window" of the enterprise.

Every recruitment is a display of corporate image, and the quality of recruiters will affect the corporate image in the eyes of candidates. Small and medium-sized private enterprises should establish the window consciousness of recruitment positions and let professionals take good care of the entrance of human resources development.

Before the recruitment, the personnel involved in the recruitment should be trained and instructed on relevant recruitment knowledge:

1. Let them accurately grasp the basic information of the enterprise;

2. When transmitting information to candidates, we should be realistic, and we should neither exaggerate nor belittle the treatment provided by enterprises, so as to ensure that the people we recruit really want to come instead of being coaxed by exaggerated facts;

3. At the same time, the recruitment team should communicate effectively with the employing department, accurately grasp the recruitment requirements, and try to narrow the gap between the recruiter and the employing department;

4. Be professional, be professional.

Fifth, avoid wearing "colored glasses" to evaluate candidates.

Recruiters' evaluation of candidates is inevitably subjective, but we should try to avoid the influence of personal prejudice on candidates' judgment:

1. reserved judgment

Don't look at the information of potential employers one by one, wait until the information is complete before deciding whether to interview or not. The less you make temporary judgments, the less chance you have to distort new information to support your inclination.

2. Don't compare people

Try to evaluate each candidate in isolation, ask how A or B fits your job vacancy, and don't compare each other. Focusing on the matching of job vacancies will prevent you from leaning towards a candidate, which will make you relax and look at new information more objectively.

Step 3 record pros and cons

The whole recruitment process, or any important decision for it, is very important. Force yourself and others concerned to record the reasons for supporting or opposing a particular candidate. As HR, it should also be emphasized that new information sometimes changes people's minds.

4. Pick out the worst candidate

Instead of choosing the best candidate, it is better to start by eliminating the worst in the crowd. The contrast between good and bad candidates will focus on the good and bad character of each candidate, and at the same time extract an important mentality that is conducive to challenging one's own thoughts.

Six, promote the close participation of the employing department.

Judging from the data in the recruitment process, the success rate of an informal recruitment is only 38%, which is far from the passing standard. Usually, the recruitment work is based on the completion of two basic tasks: job analysis of human resource planning.

The formal recruitment process should be like this:

First, the first-line manager of the employing department determines the recruitment demand of the department from the expert's point of view, and then conveys the recruitment demand to the human resources department;

After receiving the recruitment demand, the human resources department will further confirm with the employing department which positions are vacant, what kind of personnel are needed to supplement them, when they are needed, where they can be obtained and how to obtain them.

With good communication between the two parties, HR began to plan and implement the recruitment process.

Because the HR department only plays an auxiliary role, it can't make employment decisions, and the employment decisions are decided by the front-line managers. Therefore, when holding a job fair or interview, the employing department must participate, so as to better grasp the demand and improve the recruitment quality.