How to establish a recruitment system suitable for your company?

Internal recruitment refers to the internal announcement of vacant positions through BBS, intranet and feedback meeting after performance appraisal. To ensure the maximum coverage of internal information transmission. At the same time, employees should be encouraged to actively participate, such as self-recommendation, recommendation by others and recommendation by departments. To do this well, it is suggested that when doing performance appraisal, the enthusiasm of candidates should be linked with employees or departments, and employees should be encouraged to apply in the system, so that the enthusiasm of candidates can be linked with personal development, which will be positive in the system and will not hurt employees' self-esteem. For employees who are not selected, it is necessary to explain the reasons in detail and put forward their personal prospects, so that the whole application process of each employee is a promotion process. External recruitment can be used when there is no suitable candidate for internal recruitment, especially when supplementing junior positions and acquiring employees with new technologies and new ideas.

The sources of external recruitment are vocational schools, universities, enterprises and institutions, other organizations in the industry, social unemployment and laid-off workers. Choosing a suitable source of personnel should consider the needs of the position and the development of the organization. Even if the same position is needed in different development periods of the organization, the source of personnel is different. There are many methods of external recruitment. At this time, recruiters should also consider the maximization of results and the minimization of costs, and the adoption of recruitment methods should be suitable for organizational culture and image. In recruitment activities, every organization will have many methods to choose from. With the rapid development of information technology, it will be a development direction to adopt long-term, open, economical and convenient electronic recruitment.

To sum up, the essence of establishing an effective recruitment system is to be clear in the recruitment process: what kind of people to recruit, when to recruit how many people, and how to recruit the right people. Almost everyone in the organization is saying: people-oriented. In fact, emphasizing people-oriented is the embodiment of the value of science and technology and knowledge. The application of science and technology and the creation of knowledge are inseparable from people. If an organization has no humanistic care and respect for people, even if it increases its capital investment, it will eventually decline with the diminishing marginal benefits. Therefore, in the process of continuous development of the organization, people-oriented is not only the guarantee of maximizing the economic interests of the organization, but also the condition of maximizing the personal interests. Recruitment has a long way to go.

I. Recruitment Plan

The human resources department needs personnel according to the company's annual business plan and development strategy, predicts the supply of personnel according to the supply of internal and external personnel, formulates the company's human resources recruitment plan and expense accounting, and reports it to the manager's office for approval. The Human Resources Department establishes an internal talent pool to record the performance and evaluation, education, work experience, professional interests, foreign language level, training courses, skills and certificates of each employee. When forecasting the internal talent supply, it is necessary to call the internal talent pool to judge whether the internal personnel match the required work. When the internal supply can not meet the demand, the external supply forecast should be judged according to the overall economic situation, the national and local labor market situation and the lack of market for the positions to be recruited. The human resources department carefully examines the name and level of the applied position. If the application is successful, when it is determined that there are no other suitable candidates in the company, the human resources department will summarize and form the company's external recruitment plan.

For the temporary demand of staff shortage caused by personnel transfer or other matters in various departments, after confirming that there is no possibility of internal transfer, the department head shall fill in the recruitment application form and report it to the competent leader and general manager for approval, and the human resources department shall formulate relevant external recruitment plans.

Second, internal recruitment.

The Human Resources Department shall specify the names and ranks of the positions required for internal recruitment, and the Multi-management Office of the Ministry shall submit the new positions to the Human Resources Department for job description. The internal recruitment shall be posted on bulletin boards, notified on the company intranet or other forms. All full-time employees are eligible to apply to the Human Resources Department for this position, and ask the organization to consider whether they can work in a certain position. The internal recruitment announcement should be communicated to every full-time employee as much as possible.

The Human Resources Department will comprehensively consider the opinions of the current superior and the superior of the vacant position, and make a preliminary screening according to the job description. For those who pass the preliminary screening, the Human Resources Department will organize an internal recruitment review team to conduct internal recruitment review activities, and the review results will take effect after being approved by the general manager or the manager's office meeting.

Third, external recruitment.

The human resources department organizes external recruitment activities, and other departments should assist. When necessary, it can be attended by senior leaders of the company, managers of relevant departments and corresponding technicians. Recruiters should receive training before recruitment, strengthen communication with human resource demand departments, and have a clear understanding of the characteristics of the recruitment position and the group to which the position belongs. External recruitment should adopt the most effective combination of recruitment channels according to different positions and levels, and try to save costs.

1. Campus recruitment. The human resources department should keep in constant contact with relevant universities. Institutions with professional counterparts can send personnel to publicize and organize recruitment in time. Choose to participate in the school talent exchange meeting, release recruitment information and carry out recruitment activities.

2. Online recruitment. Publish recruitment information in time through corporate websites or professional recruitment websites, often know the basic situation of online candidates, establish a company's external talent pool, and assess employment at any time as needed. Employees are encouraged to recommend outstanding talents to the company, and the Human Resources Department adopts the principle of equal competition and merit-based recruitment, and employs them according to the procedures.

3. Job fair recruitment and advertising recruitment. Through job fairs, newspapers and majors

Advertise relevant personnel in publications.

4. Entrust a headhunting company to recruit. If you want to recruit key management and technical positions in the company, you can consider recruiting through headhunting companies.

Fourth, the choice of external job seekers.