How to improve the recruitment quality of enterprises?

Enterprise recruitment refers to the process of finding and determining job candidates through various information channels to meet the human resources needs of enterprises or organizations with sufficient quality and quantity. The content of employee recruitment mainly includes a series of activities such as recruitment, selection, employment and assessment. Enterprise recruitment is an important part of human resources work, and effective recruitment activities can improve the competitiveness of enterprises, which is of great significance to enterprise human resources management. However, in the process of human resources practice, there are still many problems in enterprise recruitment. This paper discusses the problems existing in enterprise recruitment and puts forward corresponding countermeasures.

With the advent of the era of knowledge economy, the competition between enterprises has been transformed into the competition for talents. As an important resource of enterprises, talents are paid more and more attention by enterprises. Whoever has high-quality talents can take the initiative in the fierce market competition. Enterprise recruitment is an important link for enterprises to attract and select talents. The quality of recruitment is directly related to the overall quality of employees and affects the survival and development of enterprises. At present, the recruitment quality of many enterprises is relatively low: the recruitment of enterprises can not keep up with the development needs of enterprises; Other departments always complain that the recruited employees are not competent for the job; Even recruit employees with bad moral character, which will bring irreparable losses to the enterprise and so on. In many enterprises in our country, the recruitment of low-quality enterprises happens from time to time, which seriously affects the healthy development of enterprises.

First, the factors affecting the quality of enterprise recruitment

1. Lack and ambiguity of correct concepts.

(1) One-sided understanding of the concept of talents.

Today's talents are employees, including ordinary employees and senior management talents. At the same time, talents at all levels are composed of many complicated elements, including people's political thoughts and moral qualities; Work experience and professional knowledge; Ability to deal with problems, comprehensive analysis, education, personality, etc. Therefore, the concept of talent is not a simple concept of employees, and enterprise recruitment is not a simple recruitment of employees, it is a systematic project.

(2) Lack of marketing concept.

The behavior of corporate recruiters is often regarded as an extension of the organization's "personality", and the initial impression of candidates on the company usually comes from the recruitment of employees. In reality, many problems of enterprise recruiters directly affect the quality of enterprise recruitment.

First, corporate recruiters don't think from the perspective of job seekers.

Second, corporate recruiters can't display corporate image well.

2. Enterprise recruitment lacks planning and planning.

Enterprise recruitment planning is a long-term blueprint for enterprises to expand their development and attract talents. Enterprise recruitment plan is the need of enterprise's recent development. Talent is the core of enterprise production and management, and talent is the future of enterprise. Some of our enterprises still think too much about immediate and intuitive interests. Instead of combining the cost of recruiting talents with the long-term interests of enterprise development, we should consider the potential kinetic energy of enterprise sustainable development and design a grand blueprint for enterprise future development.

Planning is the first step in the process of enterprise recruitment, and it is also a necessary step in enterprise recruitment. At present, some enterprise recruiters are arbitrary regardless of the actual talent needs of enterprises; Many times, managers do not have a complete talent reserve and talent development plan.

3. Enterprise recruitment channels are single and improper.

Now is an information age, and the recruitment channels of enterprises are very extensive. At present, the popular recruitment methods are advertising, job introduction, campus, headhunting enterprises, recommendation from relatives and friends, online recruitment and so on. However, some enterprises still recruit talents locally or through acquaintances, and the recruitment channels are single. This recruitment is not conducive to the development of enterprises.

On the other hand, in the process of enterprise recruitment, many enterprises lack reasonable recruitment standards, which leads to the brain drain of some unqualified but more suitable talents. In addition, the interview methods and techniques are outdated and inappropriate.

Second, measures to improve the quality of enterprise recruitment

1. Establish a correct concept and improve their own quality.

Enterprises should establish a correct concept of talents, let the employing department participate in the recruitment of enterprises, and let the recruited talents truly meet the requirements of enterprises.

2. Strengthen the concept of recruitment marketing and pay attention to corporate image design and publicity.

Candidates are potential consumers of the company, and they apply for this job because of the needs of the company. This requires enterprises to consider thldl.org.cn from the perspective of the applicant in the process of recruiting him, so as not to embarrass him and lose his self-esteem. Respect and thank those who are interested in applying for the company, especially those who are unsuccessful. After the interview results come out, you should answer and thank them politely as soon as possible, and at the same time enter their information into the enterprise reserve talent pool for long-term consideration. Once there is an opportunity, enterprises can invite them to join us again and start a business with them.

In the process of enterprise recruitment, from advertising, booth layout to interview reception and venue layout, we should highlight the good image of the enterprise everywhere to attract more and better candidates. Advertisements and booths should have bright new ideas, receptionists should be energetic and clean, and every link should leave a good impression on candidates.

3. Do a good job in human resources planning and planning to improve the quality and efficiency of recruitment.

For an enterprise, it is necessary to plan short-term human resource demand plan and long-term human resource reserve plan according to long-term development goals. To do a good job in strategic planning of human resources, we should handle the relationship between primary and secondary, and give priority to key technical positions and important management positions of enterprises; Secondly, enterprises should pay attention to the recruitment of professionals; Finally, we should handle the relationship between "use and reserve". At present, ready-to-use talents should be the main target, but the absorption of reserve talents should never be ignored. Only in this way can we ensure that the recruitment of enterprises not only meets the current talent demand of enterprises, but also maintains the continuity of talents. Therefore, the quality of enterprise recruitment has been significantly improved.

To sum up, in order to improve the effectiveness of recruitment, enterprises should get out of the misunderstanding as soon as possible, establish a scientific and systematic human resource recruitment workflow, conduct a comprehensive and scientific evaluation of candidates, be good at finding talents, and achieve the principle of fairness and justice, so as to recruit outstanding talents suitable for enterprise development.