How to analyze the rationality and necessity of recruitment demand

When the employing department puts forward the recruitment demand, it may never consider the rationality of the demand and recruit people quickly, they said. HR rarely considers problems horizontally and vertically when reviewing recruitment requirements. They said, if you talk, I'll move.

It is difficult to recruit people, and the person who recruited left without becoming a full member. The employing department is constantly adjusting the employment standards because of business pressure, while the HR department only wants to recruit people because of KPI, and has no time to think about talent management. Let's start with the review of recruitment requirements and see if we really need to recruit people.

We want to recruit for five reasons; There are five sentences to judge whether there is a real demand.

Why should we recruit:

1, someone left.

2. Increased workload

3. New posts

4. reservations

5, ready to change people

How to judge whether the recruitment demand is a real demand? Suppose that the enterprise has no detailed annual human resources planning, no clear job analysis and no systematic human resources workflow. Therefore, the indigenous method is:

1, the work content is unclear. What the recruiter intends to do specifically is not a general statement, but a specific job description;

2, attracting no one to control. Who will be his master? What does the master think? Are you ready?

3. Be able to coordinate and allocate internally. If you can't recruit the person in charge of the employing department as planned, what are the alternatives? Is it possible for the alternative to become the main scheme?

4, impossible to complete the demand is not recruited. Can we make a recruitment plan? If you can't meet the needs of the recruitment plan, don't say "find a way", you should adjust it immediately.

5, simple substitution needs are not recruited. If you are not satisfied with the existing staff, if it is only a management problem, don't recruit new people until the management problem has improved.

For the above five sentences, the last two sentences may be controversial. Admittedly, recruitment is sometimes an accident, with luck. Practical work also needs to be business-oriented. This expression is to force the employing department and HR department to work together, stop thinking about replacing people and use new people; We should pay attention to training people, give full play to their strengths, constantly improve management level and revitalize talent assets.

The recruitment under unreasonable demand will drag the HR department to death. Our HR department is always busy with personnel affairs and has no energy to think about and implement human resource management. The final result can only be to recruit people every day, and no one is available.