Five Steps To Prevent Recruitment Management From Aborting

Nowadays, most companies employ unstructured interviews widely in the recruitment process. They usually include a few interviewees from the managers of the employing departments and the executive staff of the human resources department, and bring up a series of questions that they consider important to the candidates, and then form their judgments according to their educational background, work experience, conversation and first impressions, and then gather opinions and discuss them so as to determine the final candidates.

Can this method choose the right person? Yes, but it can only choose 20%, which is almost the same as the draw. We must reconsider the process and effective steps and methods of personnel selection, so that the management of recruitment organizations will no longer be aborted, and really reserve a large number of excellent talents for the development of enterprises.

Talent recruitment experts based on many years of recruitment experience, summed up. Efficient recruitment The five step is to ensure that HR can design high-quality recruitment procedures to avoid possible "accidental injuries" (rejection of the right person) or "blind eye" (the wrong person), and to establish a business for the enterprise. Continuous improvement of recruitment effect The cycle.

　　 Step one: post analysis

First, we should write a job description and job description, and determine the key indicators of the job performance appraisal. Clearly define the personal qualities and skills that a competent person should possess. These are predictors of recruitment testing, which can predict individual job performance, individual quality and skills.

In the first part, we also need to define the standard of execution. The standard of success can be related to the standard of work, such as quantity, quality, etc., and it can also be a criterion for judging work attitude, such as attendance rate, loyalty and so on.

Experts from the recruitment network of elite network pointed out that most of the human resources managers often ignore the choice of good performance indicators when choosing the prediction factor, which is wrong. In the next work, we will see that talent selection and performance appraisal are essentially a job. Without good performance standards, the effectiveness of the selection method will be greatly reduced.

If only job seekers are selected according to their job responsibilities, then for the company, the high human cost will only bring about mechanical work. It is difficult to bring about qualitative leap. However, the continuation of this mode will have a negative impact on the long-term career development of employees, and can not develop the potential of employees to make them feel the limitations of development space, thereby greatly reducing their loyalty to employees. In the long run, it is bound to create a vicious circle for the development of enterprises.

　　 Step two: make plans

After analyzing the position, we design a test method that can measure the predictors. When measuring different indicators, different methods and tools are needed.

Each kind of recruitment method has different sensitivity to different assessment indicators, and its effectiveness is also different. People often combine multiple tools to measure different indicators, and finally work out a complete selection plan.

Talent recruitment experts say that any recruitment plan needs to be verified, and not all of them are suitable for the talent reserve strategy of enterprises. When formulating recruitment plan, we need to know the particularity of job requirements and the professional strengths and advantages of interviewers, so as to design targeted recruitment programs, so as to greatly improve the effectiveness of the interview process.

　　 Step three: implementation plan

It is also important to be responsible for recruitment and interview. Generally speaking, all interviewees should be tested in the same environment by the same interviewer. If special personnel assessment is used to assist recruitment, it can also significantly improve the effectiveness of recruitment. This is to encourage interviewers to follow the optimization procedure, so as to avoid primacy or halo effect and minimize the possibility of errors and biases.

The recruitment experts of elite network association emphasize that during the recruitment process, the interviewer should pay attention to some details and skills.

For example, a two-way conversation is a psychological interaction between people. At the beginning, the ratio between the subjects and the subjects should be 8:2 or 9:1, and the proportion in the middle and later stages should be adjusted.

Secondly, the examiner should pay attention to listening. The so-called listening is a skill to listen to each other's speech, that is, to grasp the speaker's information meaning, understand the speaker's feelings, and correctly understand the speaker's conversation content. Examiners should avoid long or evaluative words if they are treated as subjects and treated equally. In general, the proportion of speech occupied by the subjects was about 10%, and that of the subjects should be 90%.

Finally, in the recruitment process, candidates tend to exaggerate their practical ability and hide defects. If they are not sure of their "morality and ability", they will attract some people who can not meet the needs of the company. Therefore, in the interview process, the examiners try to start from the details, carefully observe the performance of the subjects, in order to more accurately recruit the available people. {page_break}

　　 Step four: result validation

The purpose of careful selection is to recruit high performance employees. When employees enter a company or transfer to a new position, they should continuously track their performance levels and examine the subtle relationship between recruitment effectiveness and performance.

Most enterprises will adopt professional evaluation technology to conduct professional assessment of the candidates, and strive to achieve the perfect match between people and posts. The real results need to be verified gradually in the future work.

Talent recruitment experts remind enterprises to recruit management staff, the entry of employees does not mean the end of the recruitment, but a short adjustment. More tests are conducted during the probation period, and how to familiarise employees with the work process as soon as possible, better develop their vocational skills, accelerate their integration into the corporate culture and accept the management concept of the company, which is the criterion for the assessment of recruitment, and now it is necessary to go to the floor to verify whether the posts are really consistent with each other, and it is also a comprehensive assessment of the recruitment effect. Only those who have successfully transferred to the job will mean the completion of the recruitment. They can also reflect the effectiveness of the performance appraisal indicators in the recruitment process, and further verify whether our recruitment management is perfect and whether it really meets the long-term development of the company.

　 Step five: optimize the plan

According to step four, the recruitment plan should be verified and perfected regularly according to the records of performance test. After making corresponding adjustments, the effectiveness of recruitment management will be continuously improved, so as to avoid the "abortion" of talents in the recruitment management process.

The recruitment experts of elite network association emphasize a word here: consult. Recruitment is not a simple and mechanized solution to advertising, interview and hiring. As the last step to select candidates, we should not only focus on the information of the prospective employees, but also ensure that the key figures in the team are involved in the process. It is necessary to consult the responsible person or trusted colleagues to try to get them to reach a consensus so as to maximize the efficiency of the work done.

No matter what type of recruitment management is adopted, the most important thing is to find and retain talents. personnel Of Loss 。 Only by creating a highly effective recruitment management mode will it create greater value for enterprises.