How to improve the effect of recruitment and retention

Recently, most HR recruiters find it more and more difficult to recruit. Although I understand the company's desire to recruit outstanding personnel with low salary, during the probation period, if the department thinks that the new employees are not suitable, they will ask for re-recruitment and constantly put forward new employment applications. Even individual departments can't finish the work, and shift the responsibility to recruiting suitable personnel. Leaders look at the results. If there is no suitable person, they think that the recruitment work is not in place, but the recruiter works hard and doesn't know what needs to be done to improve the work effect. 1, HR must first grasp the core of human resources work. Personally, the core work of human resources department is to let employees grow and enterprises develop, not just a recruitment department. When encountering a vacancy request, the first consideration is whether the staffing is necessary, and whether it is overstaffed or really understaffed for the work objectives of the department. After determining the recruitment demand, the human resources department needs to communicate with the management of the employing department in depth to understand the purpose of position setting, the main job content of the position, the minimum recruitment requirements, the ideal recruitment conditions, the salary range setting, the planned arrival time of the position, etc. Recruitment requirements include hard conditions that cannot be changed, such as education, work experience, age, etc. And the soft conditions of managers' personal habits, such as personality and temperament. These contents must be determined in written form, form a recruitment demand, and sign for confirmation. 2.HR should clarify the auxiliary role of recruitment. After everything is confirmed, the human resources department will conduct recruitment and organize suitable candidates to participate in the interview according to the recruitment requirements. The interview was conducted by the employing department with the assistance of the human resources department. During the interview, the HR department mainly confirms whether the applicant's information authenticity, job-seeking objectives, development plans and salary expectations are in line with the company's plan. Whether to retest or not is decided by the manager of the employing department, and the results are recorded in the interview evaluation and conclusions are given. When organizing an interview again, it will be used as a basis. If the applicant meets the recruitment requirements, but the interview fails many times, and the reasons given by the employing department are inconsistent with the recruitment requirements, the interview results and recruitment requirements will be sent to the employing department in written form such as email, and copied to the senior responsible person, who will make a decision. 3. Do a good job of full pre-job training and on-the-job follow-up. Before guiding newcomers to take up their posts, the employing department should be required to give job responsibilities, probation assessment plan, training and induction plan, etc. The human resources department should inform the new person who reported it. After the new person is handed over to the employing department, the human resources department should keep following up during the probation period, and never finish the work on the post. The follow-up method is mainly to understand the job status of the applicant through communication between the two parties. If the employing department proposes that the applicant is not suitable, it must give unqualified conditions. Confirm through communication whether the problem can be improved through training. If not, notify to terminate the test and start recruiting again. 4. Recruitment effect evaluation indicators The performance of recruiters can be evaluated by the following indicators: recruitment timeliness, demand achievement rate, interview pass rate, probation pass rate (positive rate) and so on. These projects are result-oriented, and it is understandable that the boss only wants results. How to improve? First, master hiring decision to the Human Resources Department, and compare with the establishment of various ministries. If the personnel are overstaffed, they will not be recruited without the consent of the top leaders; The second is to communicate with the department head, and form the communication results into a written document, strictly implement it, and attach importance to the interview. Third, the employing department should carefully teach the newcomers during the probation period, and whether the newcomers can become full members is linked to the performance of the department.