How to optimize the effectiveness of recruitment

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Recruitment is a routine work of enterprise human resource management, and it can be said without hesitation that it is also a tangled work of HR people at present.

With the rapid development of economy, enterprises are also facing increasingly fierce market competition. There is no doubt that "the competition of enterprises is ultimately the competition of talents". Recruitment is the most basic and important means for enterprises to acquire and supplement talents. Then, we can also say "alarmist": "The competitiveness of an enterprise depends largely on its recruitment ability!"

Needless to say, in human resource management, any enterprise will first face the process of how to obtain the needed talents. Therefore, the "good" and "bad" recruitment work not only determines whether the enterprise can attract outstanding talents, but also affects the flow of the whole human resources. Recruitment is an important part of enterprise human resource management and an important form of enterprise human resource investment. The effective implementation of enterprise recruitment is not only related to human resource management, but also plays a vital role in the whole operation of enterprises.

Especially since the two sessions this year, the state has been adjusting its policies, which has a great impact on the future development of enterprises. From the perspective of enterprises, there are opportunities, challenges and burdens. The biggest burden is that the cost of human resources is bound to increase substantially! Take Shenzhen as an example. This year's minimum wage has been 1808 yuan, and it has been raised to varying degrees all over the country, and it will definitely be raised every year in the future. I believe that the increase will be even greater, which shows the labor cost pressure of enterprises. Therefore, as HR, it is necessary to constantly improve and optimize recruitment and improve the "quality" and "performance" of recruitment.

At present, it is another year's graduation season, and a large number of fresh graduates have begun to embark on the "journey" of job hunting after graduation. In another month or so, it will be the recruitment season of "Golden September and Silver 10" that we often say. Facing the current "market" situation of human resources, as HR, we must keep pace with the times and make timely improvements in recruitment to continuously optimize the effectiveness of recruitment.

So, where should we start to improve the optimization? How to optimize it specifically?

As we all know, the whole process of recruitment actually begins with human resource planning, and can't be really completed until the probation period of employees ends. Therefore, I think we must start from the "source" and basic work, improve and optimize the whole human resources market with the times according to the company's development strategy and the market situation facing the company, and make the recruitment work "fruitful". Therefore, this year we began to improve and optimize the entire recruitment system from the human resources planning. Specifically, we can start from the following aspects:

1, grasp the correct direction and do the preliminary work well.

Recruitment, not simply think that according to the needs of the business department, the recruiter can do it, but should be suitable for a big girl like "choosing a husband", not necessarily looking for "Gao Fushuai", and finding a "match" is the successful "choosing a husband". Therefore, we must grasp the "scale" of our company in the direction and purpose of recruitment. Neither overqualified nor overqualified, otherwise it will not only increase the cost of human resources, but also bring huge losses to the sustainable development of enterprises. "Fit" is the most important thing. Therefore, the preliminary basic work is particularly important.

This year marks the 30th anniversary of the founding of our company, and we plan to expand the scale next year. Therefore, the previous human resources planning can no longer meet the needs of development, so we must optimize the following aspects in order to revise the plan and make the direction clear and have clear goals.

(1) Adjust the human resource planning. Human resource planning is an important part of enterprise planning and the starting point and foundation of various human resource management activities, which directly affects the quality and efficiency of human resource management. According to the current market forecast, we will start with short-term planning adjustment, start with tactical planning and management planning, and mainly adjust departmental planning and project planning to make the business planning of human resources more in line with the company's reality. Adjust the post preparation plan, personnel supplement plan, personnel allocation plan, promotion plan and retirement plan in advance.

(2) Reanalyze some positions. Job analysis is the basis and premise of all functions of modern human resource management. In view of the new and adjusted positions in the company, a comprehensive and in-depth job analysis is carried out to form a high-quality job description, which can fully understand the characteristics of the job and the requirements for employees and lay the foundation for recruiting, selecting and appointing qualified talents.

(3) Redefining the competency standards of key positions. Although the job description contains job requirements, it is far from enough for some key positions, and it still lacks deep-seated quality requirements and cannot effectively support the selection of personnel. Therefore, for some key positions, we should revise and improve the post competency model, and at the same time, on the basis of clarifying the competency types, we should clarify the different requirements of different positions for the same quality type.

2. Clear division of responsibilities and strengthen recruitment organization and management.

In modern enterprise management, recruitment is not only a matter for human resources department, but also more and more decisive for employing department. The employing department is directly involved in the whole recruitment process, and is in an active position in the recruitment process. Our human resources department plays a more important role in organization, guidance and service in the recruitment process.

The change of this mode sometimes confuses responsibilities and shirks responsibilities, thus affecting the "performance" of recruitment. Therefore, it is necessary to strengthen the organization and management of recruitment, and further clarify the division of responsibilities between the employing department and the human resources department in the recruitment process. Therefore, establishing a recruitment team with the human resources department as the core, strengthening the training of the recruitment team and improving the quality level of recruiters are the guarantee to ensure the smooth and effective recruitment in the future.

3. Parallel internal and external measures and diversified recruitment channels.

Traditionally, most people think that recruitment is generally external, but in fact, internal employees are also candidates for vacant positions. To some extent, they have advantages and advantages over external personnel (to some extent, they also have the role of motivating employees). Therefore, according to the development needs of the company, we will increase internal recruitment on the basis of the original internal recruitment. At the same time, further expand external recruitment channels. It is necessary to study both inside and outside, and maximize the internal and external recruitment channels.

Internal recruitment measures mainly include: internal open recruitment, internal promotion, job rotation, internal staff recommendation and so on.

The external recruitment measures mainly include: on the basis of various common recruitment methods, overseas recruitment, recommendation and self-recommendation are carried out according to the needs of the company; At the same time, the use of modern information technology targeted recruitment; In addition, we will strengthen the construction of the company's own official website, improve the recruitment page of the company's official website, and enhance the company's attractiveness.

4. Improve the system and optimize the recruitment process.

Recruitment is not a simple recruitment, but a circular closed system, including more content, which can be said to be a complete systematic process. Standardized recruitment system and process can standardize the division of responsibilities between human resources department and employing department, standardize the behavior standards of each link, effectively avoid the interference of randomness and human factors, and ensure the smooth progress of recruitment activities, so as to recruit high-quality talents who meet the post requirements for enterprises. Therefore, perfecting the system and continuously optimizing the recruitment process plays a decisive role in the recruitment "performance" of enterprises.

We will comprehensively optimize the existing "defects" from five aspects: basic work (planning, position analysis), recruitment (making plans, submitting for approval, information release, accepting applications), selection (preliminary screening, written examination, interview and other tests), employment (background investigation, physical examination, probation, employment decision) and evaluation, and strive to receive recruitment work.

5. Establish risk awareness and scientifically evaluate the selection and employment.

Companies need to spend a lot of tangible or intangible human, financial and material costs when recruiting. Especially with the increasingly fierce competition in the talent market, the investment in this kind of recruitment will increase. Therefore, our human resources manager must treat the company's investment seriously and cautiously. This also requires us to establish risk awareness in recruitment, adopt scientific and effective methods to select talents, and ensure that the company's investment receives good "benefits".

At present, many enterprises (including our company) especially favor candidates from Fortune 500 companies, well-known large enterprises and even multinational companies, and hope to use such people to make up for the shortcomings and "defects" of the company's internal personnel (it is not excluded that they sometimes flaunt themselves or deliberately create gimmicks). It is true that experience is valuable. With the experience of predecessors, enterprises can take fewer detours, but relying too much on experience is not necessarily a good thing. Because the company's past experience may not be suitable for the current company, it is even more unknown whether it can match and integrate with the current company culture (there is a proverb called: "A borrowed fire will not light itself", which deserves our consideration). Moreover, if the candidate is wrong, the follow-up work will also make mistakes, resulting in immeasurable losses. Therefore, we must change our ideas, abandon blind "worship" and re-improve and optimize the evaluation criteria for selecting and employing people according to the actual situation of the company.

We will comprehensively evaluate the experience, ability, personality and attitude of job seekers through application form, interview and evaluation, and at the same time pay more attention to deep-seated factors such as personal characteristics and motivation, and dig more hidden and soft things, thus having a positive impact on employees' long-term development incentives and performance, thus strongly supporting the company's development.

I remember Buffett said a point: "If a person is smart and enthusiastic, but lacks integrity, it may destroy the whole enterprise. When you recruit employees in key positions, the cost of mistakes may be large enough to end your business. " It can be seen that avoiding recruitment risks is an important step in enterprise human resource management.

In view of this, our future recruitment standards should pay more attention to: don't be the best, just choose the most suitable!

6. Strengthen the management of probation period to ensure effective selection and employment.

After the recruitment of personnel is in place, in fact, the real selection work has just begun, and the main link lies in the probation period management. The probation period is to examine a person's behavior in practical work and evaluate whether his overall quality matches the competency standard of the position according to his performance. Only by passing the probation period can we determine whether the recruited talents are qualified for the position and meet the requirements of the company.

Therefore, on the original basis, we will further standardize the probation management system, implement the "Quick Integration Scheme for New Employees", establish the "Help and Guidance System for New Employees", strengthen the induction training and counseling for new employees, improve the retention rate of probationary personnel and reduce the recruitment cost.

The management process of probation requires the close cooperation between human resources department and employing department. It can be said that the human resources department is not only responsible for management, but also for guidance. The human resources department should not only "help the horse" but also "send a ride". It is necessary to carry out orientation activities for new employees and assist the employing department to formulate reasonable probation assessment contents (including key performance indicators, behavioral indicators, etc.). ), probation assessment methods, etc. Finally, the basis of employment decision-making-probation assessment report is formed, so as to complete the selection and employment of the whole recruitment.

7. Do a good job in evaluation and summary, so as to continuously optimize and improve.

After the recruitment, the recruitment activities should be evaluated and summarized in time. Through evaluation and summary, let's see if our recruitment purpose has been achieved. Is the recruitment channel effective? Is the recruitment process smooth? Is the method of talent evaluation scientific? What is the management effect of the probation period, and so on? All these problems need our careful evaluation and summary and timely feedback.

In this regard, we should "expose our own scars" on the basis of previous practices, take the initiative to review the previous "quitting the group" practice that only focused on the qualitative and superficial recruitment effect, and only focused on whether to find suitable candidates in a certain period of time and put them in vacant positions as the basis for measuring recruitment quality, increase the quantitative and rational understanding of recruitment performance appraisal, and pay more attention to "pragmatism" such as recruitment quality, customer satisfaction, time investment and cost investment.

The evaluation of recruitment effect can help us to reflect on the problems existing in the recruitment process, form a clearer understanding of the recruitment work, sum up experience, learn lessons and constantly optimize and improve, thus improving the recruitment efficiency and contributing to the rational allocation of enterprise resources.

8. Pay attention to recruitment details and shape the recruitment culture of enterprises.

Enterprise recruitment is an effective way to publicize the employer brand and the best window to spread the employer brand of the company. Every word and deed of the recruiter represents the attitude of the enterprise towards people and things. In the past, we often emphasized the requirements for recruiters and ignored other factors, which was far from enough. In the future, we should pay more attention to all aspects of details. For example, from the notification interview, from the applicant entering the company gate, reception at the front desk, etc. By the end of the application, as long as the applicant contacts the personnel of relevant departments, the etiquette reception and other details of the whole recruitment should be standardized.

At the same time, in the recruitment process, it is especially necessary to highlight the company's humanistic care and reflect the company's corporate culture. For example, for people who are not suitable for the company (or have suitable candidates), we should not rush to send people away within three to five minutes, but also have appropriate conversations to make them gain something and leave a good impression on the company (because it may take four or five hours for candidates to go back and forth, we should be worthy of the efforts of others and thank them for their efforts); For those who have not applied, we must give a polite refusal, send a polite refusal notice and so on. We should pay attention to details in the whole recruitment process, truly embody the concept of "people-oriented" human resource management, and form and carry forward our recruitment culture.

Corporate culture is the core competitiveness of enterprises, and on the basis of corporate culture, shaping the recruitment culture of enterprises will certainly play an inestimable role in building a good employer brand.

In short, recruitment is a routine work of enterprise human resource management, and it can also be said without hesitation that it is also a work that HR people are struggling with at present. Therefore, we human resource managers should adjust in time, constantly improve and optimize the recruitment management system of enterprises, improve the recruitment accuracy, maximize the recruitment objectives, and meet the needs of continuous development of enterprises.

Finally, I want to end today's sharing with a sentence from teacher GAI: "Human resource management is the work of doing people's hearts, that is, the work of conscience." As an HR, in human resources management, especially in recruitment, we should devote ourselves to the humanistic care behind the professional ethics of human resources work, and warm every job seeker on the road with the noble brilliance of human nature and the virtue of "being as good as water".