Present situation and countermeasures of recruitment in small and medium-sized enterprises

Small and medium-sized enterprises in China have no unified planning, long-term human resources planning, lack of planning and job analysis, lack of solid foundation for recruitment, incomplete and broken recruitment management process, poor recruitment effect and a mere formality. At the same time, the recruitment strategy and channel selection are improper, the selection technology is too simple, the interview arrangement is unreasonable, the scientific quality evaluation system is lacking, the talent information reserve is insufficient, and the professionalism level is generally low.

I. Specific measures for recruitment:

1. Strengthen training and enrich knowledge.

In order to solve the recruitment problem in essence, enterprises must strengthen the training work, so that managers can truly understand and appreciate the positive significance of modern recruitment, so as to realize the unity of thinking in their work and build a good ideological platform for recruitment in practical actions. Through a series of corresponding training activities, managers of enterprises have a profound understanding and improvement of the relationship and interaction between human resources and management.

2. Apply what you have learned and consolidate and improve.

In an enterprise, good recruitment ideas, methods and behaviors must first be fixed in the form of a system, forming a part of corporate culture, such as formulating recruitment management measures for enterprises; Or when the new manager of the company takes up his post, the human resources department clearly tells him in the training that assisting in recruitment is an important job in the future, and also introduces the specific aspects of how to guide and help new employees in the future.

3. Improve the recruitment plan

Analyze the allocation of human resources in various departments and positions every year, and make corresponding recruitment plans according to the company's annual plan. Recruit according to the established recruitment plan, make preparations in advance in the peak employment season, actively contact with training institutions such as schools and employment agencies, sort out resume databases in the off-season and select suitable resumes. In short, with the recruitment plan, the recruitment work becomes controllable, which can effectively solve the embarrassing situation of getting cold feet.

4. Establish a talent resume database

Establishing a resume database of talent reserve, marking and filing resumes collected from various channels, and classifying and commenting on each resume will greatly simplify the resume screening time in the future work and will not bring more choices to candidates. If a position is rejected, it will not be regarded as a company-wide rejection. The resume database is open to all departments, which solves the problem that recruiters can't refine the screening because they don't understand the business, and further increases the recruitment efficiency.

Second, make full preparations before recruitment.

1. The enterprise has defined its development goals.

After making a strategic plan, we should calculate the type and quantity of personnel needed. On the basis of the existing personnel reserve, make a human resource demand plan and organize the recruitment work in a targeted manner.

2. Prepare a job description suitable for the job.

Clarify what kind of work this position should complete; What kind of ability the applicant must have to be competent for this job; How will the enterprise evaluate this, etc. The job description should be as clear as possible to avoid the ineffectiveness of recruiters due to unclear information, reduce the recruitment cost of enterprises and reduce unnecessary waste.

3. Prepare enterprise profile and recruitment manual.

On the one hand, the recruitment process is a process of finding suitable employees, on the other hand, it is a process of self-promotion, showing corporate image and expanding corporate influence. Information such as enterprise profile and recruitment brochure are the windows of enterprise publicity, which all represent the overall quality of the whole enterprise. Therefore, when preparing, we must highlight the characteristics of enterprises and attract candidates with the advantages of enterprises.

Third, broaden the recruitment channels.

Broaden recruitment channels. Under the idea of internet plus, we need to make extensive use of the Internet as a medium to promote enterprises through online recruitment, WeChat recruitment and contacting relevant employment agencies to achieve the purpose of recruitment. As a continuous job, recruitment is not only carried out when people are needed.