1000 Business Lessons Every Businessman Must Know

Chapter 44 Personnel Recruitment and Selection: Finding the Most Suitable Person (1)
[-]. The meaning and procedure of recruitment
352. The meaning of recruitment

Recruitment is the process by which an enterprise selects personnel with the capabilities required by the enterprise through recruitment, and it is a very important link in the development and management of human resources.

Recruitment is a means for enterprises to absorb human resources for various positions. It is a process for enterprises to find human resources needed for positions from inside or outside the enterprise according to the requirements of human resources planning and job description for the needs of development.

There are two prerequisites for recruitment. One is human resource planning. The net demand forecast obtained from human resource planning determines the department, quantity, type, time limit (demand time) and other factors of the positions expected to be recruited; The job specification (qualification) requirements of the job, they provide the main reference basis for recruitment, but also provide candidates with detailed information about the job.

Based on these two prerequisites, you can enter the recruitment process.The recruitment process includes three stages: recruiting, selection, and hiring.

First of all, the company releases information to attract qualified personnel to apply for the job, which is recruitment; then, the applicants are initially screened, and some personnel are selected for testing, which is selection; finally, the candidates are recruited based on the level of the testees.

353. Recruitment procedures

According to the requirements of modern human resource management, the whole recruitment process is divided into four stages: recruitment, selection, employment and evaluation.Recruitment, selection, and employment are the completion of the recruitment process, and evaluation is to evaluate the efficiency of the recruitment process.

1. Recruitment
Recruitment generally needs to go through the following steps: first, the employing department submits an application for the number and type of employment; then, the human resources management department conducts a review based on the human resources planning and the job description of the position, formulates a recruitment plan, and submits it to the decision-making level for approval; the plan is passed After approval, the Human Resources Department releases recruitment information and collects applications from applicants.

2. Selection
The selection work generally needs to go through the following process: the human resources department conducts a preliminary selection of the qualifications of all applicants, screens out unqualified candidates and candidates with low qualifications, and sends examination notices to qualified applicants; the employing department determines the test The test questions and the testers are responsible for scoring, and finally report the test results and the list of selected personnel to the Human Resources Department; the Human Resources Department announces the test results and notifies the selected personnel to participate in the interview.

3. Recruitment
The recruitment process of personnel includes: the signing of the probationary contract, the initial arrangement of employees, probation, and formal recruitment.Specifically, the human resources department notifies the hired personnel and arranges for the hired personnel (mainly newly recruited external personnel) to undergo physical examinations; the human resources department signs trial contracts with those who pass the physical examination; then, the human resources department arranges for these new employees to undergo Pre-job training: After the probationary personnel have been trained, passed the inspection, and completed the probationary period, they will sign a formal labor contract with the enterprise.At this point, the actual work of recruitment is completed.However, as a human resource manager, it is necessary to evaluate this work before it can be considered as a successful completion of the task.

4. Evaluation
The evaluation work is a summary of this recruitment work, which puts forward higher requirements for human resource management and is an indispensable part of the recruitment process.Recruitment evaluation includes two aspects: one is the effectiveness evaluation of recruitment results, such as cost and benefit evaluation; the other is the effect evaluation of recruitment methods, such as reliability and validity evaluation.

The main functions of recruitment evaluation are as follows: First, through the cost and benefit evaluation, it can be determined which costs can be saved, which is conducive to reducing the cost of future recruitment; An important aspect of the inspection provides a basis for the revision of human resource planning; third, the reliability evaluation and validity evaluation are to test the correctness and effectiveness of the methods used in the recruitment process, which will undoubtedly improve the recruitment process. the quality of the work.

[-]. Recruitment
Personnel recruitment is the basic stage of recruitment work, and it is also the planning stage of recruitment.Sufficient and comprehensive preparations for the recruitment plan are the key to the ability to recruit sufficient quantity and quality of employees.

354. Formulation of recruitment plan

The recruitment plan is the main basis for recruitment, and the purpose of formulating the recruitment plan is to make the recruitment more rational and scientific.In practice, the formulation of a recruitment plan generally requires the following steps:
In the first step, the employing department draws up a detailed plan for recruiting positions, number of personnel required, time constraints and other factors according to the actual needs of the department, in accordance with the net human resource requirements of the enterprise's human resource planning and the requirements of the job description (job specification), Report to the Human Resource Management Department.

In the second step, the human resource management department reviews the recruitment plan according to the company's human resource planning. The focus of the review is whether the department's employment plan meets the company's human resource planning—requirements in terms of employment and salary budget.

In the third step, the human resource management department summarizes the plans of various departments to formulate a general recruitment plan and budget (salary budget and recruitment cost budget), and submit it to the decision-making level of the enterprise for approval.

In the fourth step, the human resource management department adjusts the plan according to the approval opinions of the decision-making layer, and finally determines the recruitment plan.

Generally speaking, the specific content of the recruitment plan includes:
(1) The positions to be recruited, the number of personnel required, and the specific requirements of each position;

(2) The source and scope of recruiting targets;
(3) The actual department of the recruitment test;

(4) The method of recruitment;

(5) Time, method, channel and scope of recruitment information release;

(6) The time when the recruitment ends and the time when new employees start work;
(7) Recruitment budget.

355. Publication of recruitment information

The time, channel, scope and method of releasing recruitment information vary according to different recruitment plans, and should be determined according to the specific content of the recruitment plan.When posting recruitment information, pay attention to the following factors, so as to better improve recruitment efficiency.

1. Scope of information release

The scope of recruitment information release determines the scope of recruiting objects.The wider the information is released, the more people will receive the information and the more applicants, the greater the probability of recruiting suitable candidates, and correspondingly, the recruitment fee will also increase.

2. Time of release of information

When conditions permit, recruitment information should be released to people as soon as possible, which will not only help shorten the recruitment process, but also help more people obtain information and increase the number of applicants.

3. Hierarchy of recruiting targets

The recruited personnel are all at a certain level of society, and according to the requirements and characteristics of the recruited position, the recruitment information should be released to the personnel at a specific level.It is best for professionals to go through the talent exchange market, while ordinary workers can go through the labor market.

4. Channels for information release

Information release channels mainly include newspapers, magazines, TV, radio, press conferences, etc. For fresh graduates every year, some employers also organize campus job fairs.In addition to the above main channels, recruitment information can also be released orally and informally by relevant departments or personnel.

356. Channels of recruitment within the company

The main channels within the company are:
1. Improve
Selecting some employees with excellent performance and performance from within the company to higher-level positions is a common method for company recruitment.This approach allows organizations to quickly promote the right people from their workforce to open positions.Using the method of internal promotion, on the one hand, it gives employees the opportunity for promotion and development, so that employees feel that as long as they work hard in the company, they will have a development prospect, and even link their own future with the company's development prospects, which is conducive to the stability of the workforce.On the other hand, promoted personnel are very familiar with the company's business, working environment, and interpersonal relationships, and it is easy to carry out their work.However, this method is not conducive to the company's absorption of outstanding talents, and may also cause the disadvantage of "inbreeding".

2. Job rotation
Job rotation is the movement of employees between different jobs at the same organizational level.Job rotation includes the level adjustment of managers and the change of job types for ordinary employees.Job rotation can allow employees who are more familiar with the company's situation to replace important positions, so as to avoid losses caused by such vacancies, and at the same time, it can also reduce the boring and boring feeling caused by employees who have been engaged in a certain job for a long time .

3. Internal reemployment

Some companies will temporarily lay off some employees due to business downturn or overstaffing at certain stages, and re-employ these employees when the company's situation improves.Practice has shown that after employees have experienced the setback of being laid off, they will cherish their jobs even more once they regain their jobs.In addition, employees are very familiar with their long-term jobs and working environment, which can save a lot of training costs for the organization.

357. Methods of internal recruitment

Internal recruitment mainly has the following methods:
1. Announcement Act

After the company has determined the nature, responsibilities, and required conditions of the vacant positions, it releases the information internally in the form of notices, calling on capable employees to recommend themselves and stand out.The Announcement Law makes employees feel that the company's recruitment work is transparent and fair, and that the company gives each employee the opportunity is fair and equal. It is conducive to improving the morale of employees and stimulating their enterprising spirit.Employees who are interested in this position can apply to the competent department or the personnel department, and they will be recruited after a fair and open assessment by the relevant department.

2. Recommendation method

According to the needs of the organization, the employees of the organization recommend suitable candidates they are familiar with for selection and assessment by the employing department and the human resources department.Recommendations include employee recommendations, superior recommendations, and departmental recommendations.Generally, recommenders will recommend candidates who meet the requirements of the recruitment requirements. At the same time, because the recommender has a better understanding of the employing department and the recommendee, on the one hand, it will make it easier for the recommendee to obtain information related to the position and facilitate their decision-making; On the one hand, it also makes it easy for the organization to understand the recommendee, so the success rate of the recommendation method is relatively high.Whether it is an employee referral or a superior referral, there should be a fair and open recruitment process like any other method.

3. Archives Law

The human resources department has employee files, from which we can learn information about employees' education, training, experience, skills, etc.The file method is that the human resource management department selects some candidates for selection competition based on employee files.

It should be noted that the selection of personnel requires the consent of the employees themselves.Because the employee's file records the employee's consistent work performance and performance, knowledge level and work skills, and even records the quality and potential of the employee.Therefore, according to this method, the purpose of selection is strong and the grasp is also large.

4. Career development.

For certain positions, the company selects some candidates and designs career development paths for them.The Human Resource Management Department sets up corresponding development opportunities for them according to their development goals.

358. Methods of external recruitment

Internal recruitment often cannot meet the company's needs, especially when the company is in the early stage of startup or rapid development.There are many types and a large number of external talents of the company, which are an important source of talents for the company.External recruitment is often more conducive to the company's innovation and development.The ways of external recruitment are:
1. Advertising
Advertisement is one of the most commonly used methods for companies to recruit personnel from the outside. Two factors should be paid attention to when using advertisements to recruit personnel, one is media selection, and the other is advertisement design.There are many advertising media companies can choose from, such as radio, television, newspapers, magazines, the Internet or promotional materials.In terms of job advertisement design, we should strive to meet four requirements: Attract attention, stimulate interest, create desire, and promote action.

2. Employment agency
All countries have specialized employment agencies to serve as a bridge between job seekers and units that need to recruit.There are two types of employment agencies: state-owned and private. State-run employment agencies are subsidized by the government and generally provide free employment agency services. Private employment agencies charge a certain fee after successful job introduction.These employment agencies mainly include labor and employment service centers, talent exchange centers, and reemployment service centers for laid-off workers.Both the labor employment service center and the talent exchange center hold regular exchange meetings, allowing job seekers to meet directly with demand units to enhance mutual understanding and shorten the recruitment cycle.Employment agencies generally take the initiative to recruit personnel for the company. Through these agencies, they can often recruit the personnel needed by the company in a targeted manner.

3. Headhunting company
Headhunting company is the name of the literal translation of English HeadHunter, which refers to those companies whose main business is entrusted recruitment.A headhunting company can also be regarded as a job intermediary agency, which mainly seeks high-level talents for the company.One of the characteristics of headhunting services is that the recommended talents are of high quality.Headhunting companies generally have their own talent pool. A high-quality and efficient talent pool is one of the most important resources of a headhunting company. The management and update of the talent pool is also one of their daily tasks, and the search methods and channels are the professional headhunting services. The most direct expression of sex.Headhunting companies have specialized investigation and understanding of the supply and demand of senior personnel in various industries, and have relatively comprehensive file management and tracking of talents.Therefore, headhunting companies have a relatively high degree of professionalism in talent management.The success rate of recruitment through headhunting companies is relatively high, but the cost is also relatively high.

4. Campus Recruitment
Campus recruitment generally holds one or two meetings in the first six months of each year's graduate graduation, where supply and demand meet directly and get to know each other.Campus recruitment generally follows the following steps: conduct recruitment analysis, prepare job applications, select schools, conduct campus interviews, review candidates, and evaluate recruitment efforts.

5. Staff recommendation
Employee recommendation means that when the company has a job vacancy, the employee recommends qualified personnel to the company to apply.Recommending some candidates through the company's employees is a more effective way of recruitment.On the one hand, employees have a better understanding of the recommendees and are more familiar with the conditions and conditions of the positions being recruited, so it is easier to find suitable candidates.On the other hand, employees will also reflect their value because of his successful recommendation, so employees will try their best to recommend candidates with relatively high quality.However, the disadvantage of this approach is that many informal organizations may be formed in the company, and some of them will have a negative impact on work.

6. Featured Recruitment
Featured recruitment means that the company organizes some distinctive recruitment activities to attract job seekers, such as TV recruitment programs, telephone hotlines, reception days, theme event days, etc.Through the telephone, recruiters can quickly and easily learn about the organization and position information; on the reception day, through visits to the company and interviews with relevant departments and personnel, they can gain a deeper understanding of the organization and individuals, which facilitates decision-making by the organization and individuals .These methods are all expanding the influence of the company and attracting more people to apply.

7. Online Recruitment
The Internet has challenged the traditional way of recruiting and has played an increasingly important role in employee recruitment.Especially in the recruitment of technical core employees, it plays a huge role.Some IT giants such as IBM have already launched a strategy of only recruiting online.The Internet has become an important means for companies to recruit talents.

[-]. Personnel selection
Personnel selection is the most important part of recruitment, the most technical stage in the recruitment work, and the most difficult stage.It is the key to determining whether high-quality employees can be recruited, and it is also the key to determining the effect of recruitment.

359. In the primary election, the principle of broad coverage
The selection process is the process of selecting candidates, and the elimination method is generally used in this process.The so-called elimination method means that in the whole process of selection, as long as there is a procedure or level that fails to pass, it will be eliminated.The enterprise first selects a certain number of qualified applicants, after testing, selects a small number of outstanding personnel, and then selects the most satisfactory personnel.Generally speaking, the selection process includes the process of qualification examination, preliminary screening, written examination, interview (psychological test), physical examination, and qualification verification.

The primary selection is the preliminary selection of those who apply for a job, which includes qualification examination and screening.Qualification review is a review of whether a job seeker meets the basic requirements of the position. The human resource management department reviews the applicant's personal application materials, selects candidates who meet the recruitment conditions, and then submits them to the employing department for screening.

The selection of the employing department is the process of selecting those with better qualifications from qualified ones.The selected personnel will be notified by the Human Resources Management Department to take the written test at the scheduled time.

Due to the lack of comprehensive application materials and the subjectivity of the decision-makers, there are often omissions in the primary selection process. Therefore, as long as time and expenses allow, the principle of wide coverage should be adhered to and as many people as possible should participate in the interview.

360. Carefully screen application materials

Generally speaking, at a job fair or after a job advertisement is published in a newspaper, a lot of application materials will be received.In the face of these materials, you can neither select a few at random and notify the interview, and put the rest of the materials on the shelf, nor can you notify all applicants to come for an interview without looking at them. Work experience, job intention, etc. are carefully screened, and then applicants who basically meet the requirements are notified to come for an interview.In this way, recruitment resources are not wasted, and suitable talents can be found relatively easily.

(End of this chapter)