How to improve recruitment efficiency

1. Choose reasonable recruitment channels and methods.

Enterprise recruitment channels are divided into internal recruitment and external recruitment. Internal recruitment costs less, but also can improve the enthusiasm of employees and play an incentive role. There are many external recruitment methods, such as advertising recruitment, talent market, campus recruitment, commissioned recruitment and online recruitment. 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 ideas to the enterprise, which will be beneficial 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.

2. Pay attention to corporate image design and publicity.

Small and medium-sized enterprises are not strong, and their competitiveness in attracting talents is not as good as that of large enterprises, so we should pay special attention to corporate image publicity. The work level and personal quality of recruiters will directly affect the success of recruitment. Enterprises do not attach importance to recruitment, and the most direct impression is that enterprises do not attach importance to employees. The attitude and talk temperament of recruiters can easily affect candidates' views on enterprises. If the recruiter does not give the applicant a professional impression during the contact with the applicant, it is easy to give the applicant an impression that the overall quality of the enterprise is poor. Enterprises should highlight the advantages of attracting candidates in on-site recruitment, from advertising and booth layout to interview reception, venue layout and visiting enterprises. The role of small and medium-sized enterprises in recruitment is not only to recruit suitable talents, but also to show their image and expand their influence through recruitment.

3. Do a good job in human resources planning.

In order to do a good job in human resources strategic planning, small and medium-sized enterprises must accurately define all kinds of talents needed by enterprises, and carry out recruitment work on this basis: first, we must clarify the priority order of talents. It is related to the key technology of the current development of enterprises, and the talents in key management positions need to be given priority. The second is to handle the relationship between "use and storage" of talents. At present, we should focus on practical talents, but we must not ignore the absorption of reserve talents, because the human resources planning of enterprises should focus on the strategic goals and long-term interests of enterprises and need to establish a talent pool of enterprises. When defining enterprise talents, besides professional knowledge and ability, we should also look at their internal standards, such as whether they have a strong sense of professionalism and responsibility.

4. Establish a clear recruitment target.

Personnel recruited under inaccurate or incomplete requirements will often bring large correction costs to enterprises in the running-in stage, and even affect the distribution and implementation of work. The system of small and medium-sized enterprises is generally imperfect, and the recruitment work may lack job description as a reference. Therefore, the human resources department or recruiter 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.

5. Improve 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. Enterprises should establish a window awareness of recruitment positions and let professionals guard 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, and do not exaggerate or belittle the treatment provided by enterprises to ensure that the people we recruit 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.

6. Fully understand the important influence of recruitment on enterprises.

From the inside of the enterprise, recruitment is related to the survival and development of the enterprise. Internal recruitment can stimulate employees' work passion, while external recruitment can inject fresh blood into enterprises, both of which can adjust and improve the organizational structure and enhance the competitiveness of enterprises. From the outside of the organization, a successful recruitment activity is a successful corporate publicity. Therefore, every year, many companies use universities as recruitment places and disseminate information about many companies. Whether they recruit people or not, the recruitment activities will make many people know about the company and leave a certain impression on the company. This is a valuable publicity.

7. Pay attention to the background investigation of candidates.

Background check before hiring employees is often ignored by employers, but it is a very important link. For example, the sales staff of enterprises misappropriate, embezzle or even abscond with money from time to time. There are still many candidates who have forged academic qualifications and qualification certificates, and enterprises have hired them without examination. Once discovered, it is often too late, because enterprises have invested heavily in employee training and insurance. In addition, some enterprises use unfair competition means to deliberately send commercial spies to inquire about company secrets. These can be avoided through background checks. Background investigation can be carried out in the following ways: first, the school registration management department; Second, companies that have served in previous years; The third is the archives management department, the personnel department of state-owned units and the talent exchange center.

8. Let the unsuccessful candidate resign.

Small and medium-sized enterprises should clearly realize that candidates who are interested in enterprises should be respected and thanked, especially those who are unsuccessful. After the interview results come out, you should answer and thank them politely as soon as possible. At the same time, their information should be entered into the enterprise reserve talent pool, and once there are job vacancies or enterprise development needs in the future, they can be recruited, which not only improves the recruitment speed but also reduces the recruitment cost, especially suitable for small and medium-sized enterprises. In addition, when some applicants request to return personal application materials, the enterprise must have a special person responsible for returning the materials to the job seeker in a complete and timely manner, and must not say "no return".