On how to improve the effectiveness of enterprise recruitment

Based on the small and medium-sized private enterprises in Tianjin manufacturing industry, this paper puts forward some suggestions on how to improve the effectiveness of their recruitment, and provides enlightenment for the small and medium-sized private enterprises in Tianjin manufacturing industry to establish and improve an effective recruitment mechanism, cultivate and develop human resources and maintain sustainable development. Keywords recruitment effectiveness of small and medium-sized private enterprises 1. Improving the comprehensive quality of recruiters Every recruitment is a display of corporate image, and the quality of recruiters will affect the corporate image in the eyes of candidates. Small and medium-sized private enterprises should establish the window consciousness of recruitment positions and let professionals take good care of the entrance of human resources development. Before the recruitment, the personnel involved in the recruitment should be trained and instructed in relevant recruitment knowledge, so that they can accurately grasp the basic information of the enterprise; When transmitting information to candidates, we should seek truth from facts, neither exaggerating nor belittling the treatment provided by enterprises, so as to ensure that the recruited people really want to come instead of being coaxed by exaggerating the facts; At the same time, the recruitment team should communicate effectively with the employing department, accurately grasp the recruitment requirements, and try to narrow the gap between the recruiter and the employing department; In the end, be professional, be professional. Second, determine the scientific recruitment procedures. According to statistics, the success rate of an informal recruitment is only 38%, which is far from the passing standard. Usually, the recruitment work is based on the completion of two basic tasks: job analysis of human resource planning. A formal recruitment process should be like this: first, the front-line manager determines the recruitment needs of his department from the perspective of experts, and then conveys the recruitment needs to the human resources department; After receiving the recruitment demand, the human resources department will further confirm with the employing department which positions are vacant, what kind of personnel are needed to supplement them, when they are needed, where they can be obtained and how to obtain them. With good communication between the two parties, HR began to plan and implement the recruitment process. Because the HR department only plays an auxiliary role, it can't make employment decisions, and the employment decisions are decided by the front-line managers. Therefore, when holding job fairs or interviews, front-line managers must participate, so as to better grasp the demand and improve the success rate of recruitment. Third, choose reasonable recruitment channels and methods. Enterprise recruitment channels are divided into external recruitment and internal recruitment. There are two ways of internal recruitment: one is to notify the tender. The second is to use technical archives. The low internal recruitment cost can save the recruitment cost, improve the enthusiasm of employees and play an incentive role. There are many external recruitment methods, such as advertising recruitment, employee recommendation, campus recruitment, online recruitment and so on. Foreign recruitment is also an effective way to communicate with external information, which can help enterprises establish a good external image. The joining of new employees will bring new ideas and concepts to the enterprise, which is conducive to enterprise management and technological innovation and prevent rigidity. Network recruitment has wide coverage, no geographical restrictions, time-saving and low cost, which is more suitable for small and medium-sized private enterprises. Of course, for any enterprise, combining internal and external recruitment channels is the most scientific choice. In the selection of recruitment methods, many enterprises use a variety of professional evaluation techniques in the recruitment and selection process, in addition to structured interviews, leaderless group discussions and case analysis; There are also official basket tests, simulated work meetings, speeches, role-playing and other methods. But for small and medium-sized private enterprises, it is necessary to choose appropriate methods according to their own strength, such as scenario simulation technology. It is generally used to select middle and senior managers, which is time-consuming and expensive, and generally not suitable for small and medium-sized private enterprises. Fourth, establish a clear recruitment target. People who are recruited under inaccurate or incomplete requirements will often bring greater correction costs to enterprises in the running-in stage, and even affect the distribution and execution of work. The system of small and medium-sized private enterprises is generally imperfect, and the recruitment work may lack job descriptions for reference. Therefore, the recruiter of human resources department should guide the employing department to accurately describe the job responsibilities and comprehensive and specific ability and quality requirements before recruitment, and establish clear recruitment objectives. In the recruitment process, we should also keep smooth communication with the employing department to ensure that we do not deviate from the recruitment needs, so as to improve the recruitment efficiency and success rate. V. Establishing Scientific Selection Criteria Every enterprise has its own recruitment criteria, commonly known as the threshold. Whether the threshold setting is scientific or not is very important for the recruitment of enterprises. A lot of research and practice have proved that hiring decision's success rate is not high only by hard indicators such as the relevant experience, education, knowledge and skills of the candidates. Because an applicant's work experience and education level can't indicate that he will succeed in the future work, and his experience and education are easily falsified, a recent census in China found that the number of diplomas in China is 650,000 more than that actually issued by China University. Therefore, in order to improve the effect and quality of recruitment and selection, we should also comprehensively examine the "soft" indicators of candidates, including implicit factors such as attitude, personality, communication ability, cooperation ability and recognition of corporate culture. Enterprise recruitment should be based on soft indicators, supplemented by hard indicators, and scientifically formulated according to the characteristics of enterprises. For example, the cultural characteristics of an enterprise are emphasizing the spirit of cooperation, and the work characteristics are focusing on teamwork, and the competition in the industry is extremely fierce. Then the first soft threshold for this enterprise recruitment should be the applicant's recognition of corporate culture, the second threshold is the applicant's ability to work in a team and strong pressure tolerance, and the third threshold is related issues such as academic qualifications. It is unwise to blindly pursue these hard conditions, because anyone with normal IQ can accumulate their skills and knowledge in a certain period of time, and those who recognize the company's corporate culture and are suitable for the company's work characteristics will not leave the company in a short time. Sixth, improve the recruitment quality evaluation system In terms of after-effect evaluation, the recruitment team should check and evaluate the whole recruitment work after the recruitment, so as to sum up experience in time and correct deficiencies. This evaluation should be comprehensive, not only to evaluate the number of new employees, recruitment speed, turnover rate, satisfaction of department managers, but also to consider recruitment costs, the difference between actual results and plans, feedback from applicants and other factors. It should not be ignored that after a period of probation, new employees should assess their work performance, compare their actual work performance with the test results of their abilities during recruitment, and feed back the results to the Human Resources Department for summary and improvement. At present, the competition among organizations for talents is not a competition for the right to use talents on the surface, but a competition for the long-term survival and development strategy of organizations in the essential sense. According to the analysis of relevant experts, if the appropriate personnel are hired, it will bring more economic benefits to the organization. Recruitment is not only a means for organizations to realize the combination and replacement of human resources, but also an important magic weapon for organizations to survive and develop for a long time and achieve strategic goals. If an enterprise can efficiently recruit the best and most suitable human capital, it can gain a competitive advantage and bring considerable economic benefits. [1] Tong, Kuang Kaiyuan. Research on the effectiveness of recruitment. Enterprise Economy, 2006, (7):77-79.