How to improve recruitment management and analysis of recruitment scheme? ppt

1. Make preparations before recruitment.

The success of recruitment depends largely on the preparation before recruitment. Because the preparation before recruitment is the basis to ensure the direction and quality of recruitment, if enterprises, especially most small and medium-sized enterprises that pursue profit first, simplify or even ignore the preparation before recruitment in order to save recruitment costs and shorten recruitment time, it is easy to fail to achieve the expected goal because of unclear recruitment tasks.

1. 1 Conduct job analysis carefully and formulate detailed job descriptions and job descriptions.

Job analysis is a procedure to determine the responsibilities of each position in an organization and the characteristics of these positions, which provides a basis for the preparation of job descriptions. A detailed job description and job description can help HR fully understand the skills needed for a position, which is often the key to successful recruitment. On the contrary, unqualified job descriptions and job descriptions can easily make recruiters have no evidence to follow in the recruitment process, resulting in blindness and randomness, thus leading to wrong talent selection, which in turn makes enterprises pay a heavy price: for example, the rising recruitment costs, including advertising expenses (newspapers, television, etc. ), interview expenses, administrative expenses, training expenses, etc. , it will also lead to lost opportunities, low staff morale, damaged company reputation, line managers busy interviewing new people, trade secrets leaking and so on.

1.2 Confirm the competency characteristics of the required employees.

Different enterprises and different positions have different requirements for the competence of candidates. Enterprises need to determine the competency characteristics of required employees according to their own development environment and surrounding competitors. For example, in the initial stage of an enterprise, a large number of experienced people are needed to improve the system and business of the enterprise; In the stage of rapid growth, employees with innovation and change ability are needed to expand market share through continuous innovation.

1.3 communicate with the direct supervisor to clarify the management and communication matching between the superior and the subordinate.

In addition to matching job requirements, it is also important to match the management and communication between the applicant and the direct supervisor. Some candidates are fully qualified for the job requirements, but they don't match the management style of the direct supervisor, and their communication can't be coordinated, so it is often difficult to apply talents. For example, high-level and powerful managers often like to recruit people with strong comprehensive ability according to their work habits. If the comprehensive quality of candidates can't meet their requirements, it is difficult to ensure that candidates and supervisors can live in harmony and work stably in the future; Some managers like meticulous management style, so careless and procrastinating candidates are not happy for them; For example, in order to ensure the stability of their authority, newly promoted managers often prefer to recruit obedient subordinates. If subordinates are more creative and independent, it will threaten the psychological safety of supervisors and is not conducive to the smooth development of work. Of course, the newly promoted managers should be educated in advance, and the quality of the team should not be affected by personal interests. To say the least, the quality of subordinates is not high and their working ability is poor. As a direct leader, responsibility is inevitable.

1.4 Select the appropriate recruitment channel.

There are many recruitment channels, including internal recruitment, acquaintance recommendation, newspaper advertisement, talent market, campus recruitment, intermediary agencies, headhunting service, online recruitment and so on. Each recruitment channel has its own advantages and disadvantages, and it is necessary to choose different recruitment channels according to the difficulty and level of recruitment positions.

For example, high-level positions are vacant, and internal promotion will first meet the needs of personnel. On the one hand, the internally promoted employees have worked in the company for many years, are very familiar with the company's work process and work culture, and have a short running-in period for new positions and can adapt quickly. At the same time, enterprises can closely observe and understand whether their work ability matches the job requirements. Therefore, promoting internal employees in such positions is more conducive to avoiding risks than hiring new people. On the other hand, the internal promotion of employees can not only meet the needs of employees on the road of career development, but also stimulate their enthusiasm for work, enhance their loyalty to the enterprise, and reduce the risks and losses caused by job-hopping. But also set an example for other employees of the company and played a good incentive role for grassroots employees.

For another example, internal recommendation and headhunting service are also common channels for recruiting senior positions. For headhunting service, the head of the human resources department should consider whether the input and output are directly proportional. All enterprises want to produce maximum benefits at the lowest cost. Once HR has applied for the relevant recruitment fees and occupied a certain amount of funds, it is necessary to make the input and output directly proportional and improve the cost performance of the funds.

In addition, for grass-roots and assistant positions, many large companies regularly hold some campus network recruitment activities. Online application saves the inconvenience of information inquiry caused by paper resume, speeds up the screening of resume information and improves the work efficiency of HR. Compared with newspaper and magazine advertisements and job fairs, online recruitment activities include information release, resume collection, online evaluation and so on, which has the advantages of wide coverage, strong pertinence, no geographical restrictions, convenient publicity and communication, time saving, low cost and high efficiency. If the amount of information is large, the front-end preliminary screening and telephone interview can be outsourced to outside professional human resources suppliers; Or for some small enterprises, we can also outsource the job of finding candidates, so as to liberate the internal labor force of the company and concentrate more manpower to complete the strategic goal of the company's future development.