How does the human resource manager choose the right employees for the enterprise?

It is easier said than done to choose the right talents, ensure the adequate supply of human resources in enterprises, allocate human resources efficiently, improve the efficiency and output of human resources and serve enterprises.

Before recruitment, it is necessary to determine the competency standards of the personnel to be recruited by all departments of the enterprise, and on this basis, choose the appropriate recruitment channels to recruit the required talents. It is very important to choose recruitment channels for different positions. The general practice of foreign companies is to recruit senior managers at the department manager level. They usually look for suitable candidates from well-known headhunting companies, maintain good cooperative relations with headhunting companies, and often exchange information on the required talents. Recruit engineers and general managers, choose online recruitment or publish job advertisements in newspapers. For example, the recruitment of software engineers is very effective through online recruitment. Online recruitment not only saves the cost of recruitment, but also has a wide range of recruitment, so it is easy to recruit suitable talents.

Choosing a good recruitment channel is only the first step in selecting talents. Market competition is actually the competition of talents. Mastering the ability standard of recruiting talents and recruiting talents reasonably is related to the survival and development of enterprises, and is also the basis for ensuring the good quality of employees. To recruit excellent and suitable people into enterprises and put them in suitable positions, it is important to grasp the ability standard of selecting people. It is very important to screen candidates after receiving resumes. Choosing the right candidate from a large number of resumes requires the recruiter to have the professional knowledge of the position to be recruited and the connotation required by the job description.

Interview is the most important part in the recruitment process. In the face-to-face conversation with the candidates, we can deeply understand the candidates' thoughts, work experience and personality characteristics, so as to determine whether the candidates are qualified for the position.

At the same time, enterprises should also select and use talents in an eclectic manner. The human resources department found that the company's employees have good quality and management skills, and should strongly recommend them to business leaders. People in the company leave their jobs. These people who leave their jobs are all talents. We can bring them back and put them in important positions to give full play to their talents. And these re-employed people will cherish their present jobs more and create greater value for the enterprise, so as to maximize their own value. This requires the human resources department to be a good consultant to the enterprise, and to have an eye for talent.

Talent is a multi-level concept, experts are talents, and employees with special skills are also talents. We should change our ideas, broaden our horizons, go deep into practice, find talents, and prevent talents from slipping away from our eyes or being buried for a long time. As a human resource manager, it is not enough to be "thirsty for talent", but also to be "thirsty for talent"