How to recruit highly professional personnel?

How to improve the effectiveness of recruitment can be considered from the following aspects:

First, formulate feasible recruitment strategies. The formulation of recruitment strategy should be combined with the actual situation of the enterprise and the characteristics of the recruitment target, which usually includes: recruitment location strategy, recruitment time strategy, recruitment channels and methods selection.

When choosing the recruitment location, we should fully consider the distribution law of talents, the scope of job seekers' activities, the geographical location of enterprises, recruitment costs and other factors. If ordinary skilled workers are recruited, they can be recruited through the local labor market or technical schools, which can usually meet the requirements of enterprises and the recruitment cost is low. For example, in order to introduce high-tech talents, outstanding talents can be selected from famous universities in major cities at home and abroad, or professional headhunting companies can be invited to assist.

The recruitment time is also regular, because the talent supply itself is also regular: usually New Year's Day and Spring Festival are the low points of talent supply, and March, April, June and July are the high points of talent supply (when college students graduate); The peak of white-collar job-hopping will be highlighted at 5438+00 in June. Therefore, enterprises should avoid the trough of talent supply and enter the market for recruitment at the peak of talent supply.

There are many recruitment channels now, such as recommendation by acquaintances, headhunting companies, media advertisements and job fairs. Different recruitment channels have their own advantages and disadvantages, and the characteristics of recruiters are different. People recommended by acquaintances usually stay for a long time, and some positions with high turnover rate can consider using this method. Publishing job advertisements is a common recruitment method for enterprises, but advertisements also have choices: newspaper job advertisements are suitable for recruitment in specific regions, for positions with a large number of applicants, and for positions with high turnover rate; Online recruitment is favored by enterprises because of its wide spread, high speed, low cost, convenient contact and no time and geographical restrictions. Only middle and senior managers can entrust headhunting companies to find or participate in high-level talent recruitment fairs; Turning to a professional headhunting company can enable the company to obtain top talents who are reused by other company bosses and have no intention of flowing. And we can conduct a comprehensive survey of these talents to ensure the quality of talents and greatly improve the success rate of talent introduction.

Second, select talents scientifically. In personnel recruitment, if the enterprise does not choose the right person, it needs to spend more training expenses and time on new employees, which will increase the labor cost and affect the production and operation of the enterprise. Therefore, it is very important for the recruitment department to choose the right person and put it in the right position.

1. Establish clear qualifications. Qualification is the basis for enterprises to recruit candidates. The purpose of selecting people is to realize the matching between people and posts, and the personnel are suitable. If employees' qualifications are too high or too low, or they are not suitable for their jobs for various reasons, they may leave the enterprise. Therefore, in the selection process, unqualified job seekers will be eliminated. In the actual recruitment work, under normal circumstances, once the recruitment information of enterprises is published through effective channels (newspapers, internet and other media), hundreds of application letters are often received. Among these mixed job seekers, if there is no standard to define candidates, recruiters will be at a loss.

2. Identify very capable job seekers through their abilities. Who is the most suitable candidate among qualified candidates? How to identify the similarities and differences between the two? It's a good idea to analyze their abilities.

3. Implement structured interviews. Structured interview is a shortcut for enterprises to select talents. In the traditional personnel interview, there is no standardized design for the interview, and the composition of its examiners is arbitrary. They ask different questions to different candidates at will, so its reliability and validity have always been doubted. The characteristics of structured interview make talent selection more effective, objective, fair and scientific.

Third, promote the participation of the employing department in the whole recruitment process. In the traditional concept, it is generally believed that recruitment is the business of human resources department, and the employing department can enjoy it as long as it puts forward the demand for employment. In fact, because the working environment, the management style of leaders and the concept of employing people vary from person to person, only the employing department knows best what kind of job seekers are suitable. Therefore, the recruitment department should constantly instill the concept of recruitment into the employing department and urge it to actively participate in the whole recruitment process-human resource planning, recruitment demand formulation, interview, employment and so on. The cooperation and support of the employing department determines the success or failure of recruitment.

Fourth, create a harmonious enterprise environment. With the development of China's economy, the phenomenon of talent flow is quite frequent. Recruiting talents into enterprises is only the first step to success, and "building a nest to attract phoenix" is the key to retaining talents. When employees leave their jobs, no matter how long they have worked in the enterprise, the result is that the human resources department must make a new round of recruitment plan to fill the vacancy. Recruiting-leaving-recruiting again, once the human resources department falls into this strange circle, it will be exhausted; The loss of employees will directly lead to the decline of production efficiency and the loss of technology, and even cause a fatal blow to enterprises. Maintaining the stability of the workforce is a problem that mature entrepreneurs have always attached great importance to.

A harmonious enterprise environment is an effective guarantee to reduce the turnover rate, which is mainly manifested in: 1. Excellent corporate culture and "people-oriented" management mechanism; 2. Create good training opportunities, career platforms and development space for employees; 3. Incentive salary and welfare system; 4. An objective, fair and scientific performance evaluation system; 5. Harmonious working environment, etc.

There are still many countermeasures to improve the effectiveness of personnel recruitment. For example, it can effectively improve the recruitment efficiency to formulate the recruitment workflow suitable for the characteristics of enterprises and make it institutionalized, standardized and procedural; The good professional qualities of recruiting employees, such as professionalism, affinity and judgment, all reflect the charm of the enterprise from the side, thus deeply attracting job seekers; In the recruitment process, the establishment of the enterprise's reserve talent information base, once there are job vacancies or enterprise development needs in the future, can be recruited, which not only improves the recruitment speed, but also reduces the recruitment cost.

Improving the effectiveness of personnel recruitment is a systematic project, which requires enterprises to formulate a strategic plan for talent introduction from a strategic height, people-oriented, combined with the actual situation of enterprises, and effectively implement it in the recruitment plan through scientific recruitment methods; At the same time, enterprises should also create a harmonious enterprise environment, retain people with environment, system, emotion and career, and enhance employees' sense of belonging.