Recruitment strategy of personnel recruitment

1. Strengthen the cultivation of comprehensive quality of recruiters and improve the effectiveness of recruitment

1. Strengthen the recruiter's own infiltration of the organization's culture. The management idea of "organizational culture" is widely used in recruitment activities. The cohesion within a successful enterprise and its strong attraction to human resources lie in its excellent organizational culture, which is the best "advertisement" for enterprises to recruit talents. Recruiters themselves are the best practitioners of organizational culture, and only those who are deeply branded with organizational culture can radiate the glory of organizational culture when recruiting and selecting. Therefore, strengthening the applicants' own understanding of organizational culture can make them fully understand the organizational culture and invisibly advance the on-the-job training to the recruitment and selection process.

2。 Enhance the recruiter's recruitment concept of "matching talents with enterprises". The recruitment concept of "matching talents with enterprises" means that the recruited talents may not be those with the highest academic qualifications and the best grades, but they must be the most suitable people for the enterprise. The recruited employees can be competent and serve the enterprise for a long time, which is the need for the sustainable development of enterprises and the need for enterprises to save costs. Therefore, recruiters should not only emphasize the matching between candidates and specific positions, but also examine the matching between the internal characteristics of candidates and the main characteristics of enterprises, pay attention to the interaction between individuals and teams, individuals and enterprises, and realize that candidates are "three-dimensional people" and "comprehensive people" with their own thoughts, personalities and personal emotions, not pure "economic people" and "workers". These seemingly unrelated personality psychological factors and non-intellectual factors directly affect the individual's recognition and acceptance of the enterprise, job satisfaction and perseverance to overcome difficulties.

3。 Improve recruiters' own business knowledge and professional knowledge. The competition between enterprises is the competition for talents, and in the fierce competition for talents, recruiters play an important role and are the representatives of corporate image. Recruiters are the first contact between enterprises and talents. The ability, style and temperament of recruiters often leave a deep impression on candidates, which is a window for candidates to understand enterprises and the first link to attract talents. The bad performance of a recruiter may make all the recruitment efforts and investment of the enterprise go to waste, make the enterprise miss the talent it needs, and make the enterprise at a disadvantage in the talent competition. It can be said that the quality and performance of recruiters determine the attractiveness and competitiveness of talent recruitment and the effectiveness of talent recruitment when other conditions of the enterprise are similar. To be a qualified or even excellent recruiter, you need to constantly learn business knowledge and professional knowledge, and have the knowledge and ability of interpersonal communication and the knowledge, skills and strategies of talent recruitment. Master the latest policies and industry trends, establish service awareness, image awareness and competition awareness, and at the same time, constantly cultivate their own conduct. Only in this way can we effectively improve the quality of recruiters and enhance the talent attraction and competitiveness of enterprises.

Second, improve the professional sensitivity of recruiters and strengthen the risk prevention of information asymmetry

In the recruitment process, because recruiters don't know the real working ability of job seekers, low-ability job seekers may pretend to be high-ability job seekers to deceive enterprises (such as job seekers forging diplomas and letters of recommendation) and exaggerate their abilities to deceive enterprises to subscribe to labor contracts with themselves, which will greatly reduce the effectiveness of recruitment, thus triggering recruitment risks and bringing huge enterprises. In order to avoid risks correctly and achieve the effectiveness of recruitment, the main countermeasure to solve recruitment risks is to increase the degree of information symmetry between the two parties. Specifically, the following measures can be adopted:

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your expenses, but on clear job requirements, appropriate hiring methods and standardized recruitment procedures. In order to prevent the phenomenon of camouflage in the recruitment process, recruiters must formulate recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing the recruitment results, and evaluating the recruitment itself.

2。 Recruiters should get more information about job seekers. Ask recruiters to actively collect information about job seekers, including interviews and psychological tests, in order to obtain implicit information of job seekers, such as personality, potential, personality, etc. Recruiters can also verify the authenticity and ability evaluation of job seekers' materials through various channels, such as former employers, graduate schools of job seekers and headhunting companies.

3。 Recruiters should adopt different recruitment techniques and methods. When evaluating candidates, recruiters can take psychological tests, professional skills tests, interviews, scenario simulations, etc. In addition, we should adopt the correction technology to overcome information asymmetry, and apply the recruitment technology of "trusted information transfer method" according to the changes of information and different stages of development. Of course, it is profitable for recruiters to obtain information, but it also needs to pay a certain cost. The extent to which recruiters should obtain information depends on the balance between the cost and income of enterprises.

Third, avoid common psychological errors of recruiters and improve the effectiveness of recruitment

1. First sight effect. The first sight effect refers to the impression and psychological effect when meeting a stranger for the first time. In people's daily life, people will consciously or unconsciously evaluate people who meet for the first time according to their first impressions, while ignoring the information that the first impressions of the winners are inconsistent. The first impression based on the first sight effect mainly includes expression, body appearance, clothing, temperament and manners. Recruiters are easily confused by the performance in the initial stage, and often replace the performance in other stages and the whole process with the performance in the initial stage.

2。 Halo effect Halo effect is also called association effect. It means that the outstanding characteristics of one aspect of things cover up the characteristics of other aspects. In recruitment activities, the specific performance of halo effect is that a prominent feature of the candidate is easy to attract the attention of the recruiter, while other qualities are ignored. For example, the candidate's language expression ability is very strong, leaving a good impression on the recruiter, while some recruiters are affected by the halo effect and arbitrarily think that the candidate is all right; On the other hand, it is considered that everything is poor. This psychological effect, which replaces the real and objective connection of the applicant's own quality with subjective and imaginary connection, should be prevented and avoided.

3。 "Off-line kite" phenomenon. Unconsciously talking to the candidates about something unrelated to the job makes the job-hunting lose its direction, which gives the candidates the opportunity to take the initiative and develop in a direction that is beneficial to them, and often gives them an advantage.

4。 The phenomenon of "just listening and not watching". Recruiters concentrate on recording the answers of the objects, but forget to observe the candidates. Therefore, recruiters should concentrate on observing the candidates' reaction behavior and check whether what he said is consistent with his reaction.

In short, recruitment is very important for any enterprise. "Selecting people" is the first step of human resource management. If the quality of the starting point is not high, not only the subsequent human resource management will get twice the result with half the effort, but also the implementation of the company's decisions will be affected.