Eight Countermeasures To Improve The Recruitment Effect Of Small And Medium-Sized Enterprises

　　 Small and medium-sized enterprises Due to their own scale and the overall level of industry development, recruitment work is often at a disadvantage compared with large enterprises. How can we improve the recruitment effect of small and medium-sized enterprises? Human resources management ground floor experts, senior HR managers, senior consultants, human resource managers, enterprise trainers, and teacher Chen Xiangduo think: according to the characteristics of recruitment, small and medium-sized enterprises to improve the effectiveness of recruitment strategies can be considered from the following eight aspects, do the following Eight tasks Yes, yes. Improving recruitment results It helps a lot.

　 First, do a good job in human resources planning.

In order to do well in the strategic planning of human resources, small and medium-sized enterprises must accurately define all kinds of talents needed by enterprises, and carry out recruitment work on this basis: first, we should make clear the primary and secondary talents. Key technologies related to the current development of enterprises, the key management positions of talents should be given priority. The two is to deal with the relationship between "use and storage". Instant talent should be the main target at present, but we must never neglect the absorption of reserve talents, because enterprise human resources planning must focus on the strategic objectives and long-term interests of enterprises, and we must establish a talent pool for enterprises. In defining the talents of enterprises, apart from expertise and ability, we should also look at their internal standards, such as whether they have strong dedication and sense of responsibility.

　 Two. Fully understand the important influence of recruitment on enterprises.

P & G's former CEO once said, "I can't see anything more important than recruitment within the company." If there is an error in the recruitment process, the enterprise will pay a series of costs in the later stage, such as the repeated recruitment costs and the loss of stability. From within the enterprise, recruitment is related to the survival and development of enterprises. Internal recruitment can motivate employees' work enthusiasm, and external recruitment can inject new blood into enterprises. Both of them can adjust and improve their organizational structure and enhance their competitiveness. From the outside of the organization, a successful recruitment campaign is a successful corporate publicity. Therefore, a lot of companies will take universities as recruitment sites every year and distribute a large number of materials to publicize the company. Whether or not people are recruited, recruitment activities will make many people understand the company and have some impression on the company. This is a valuable publicity.

　 Three, choose reasonable recruitment channels and methods.

Recruitment channels include internal recruitment and external recruitment. Recruitment within the enterprise is less expensive and can enhance employee's enthusiasm for work. There are many ways of external recruitment, such as advertising recruitment, talent market, campus recruitment, commissioned recruitment and network recruitment. External recruitment is also an effective way to communicate with external information. Enterprises can set up a good external image. The entry of new employees will bring new ideas and new ideas to the enterprises, which is conducive to business management and technological innovation and prevent fossilization. Network recruitment has wide coverage, no geographical restrictions, time saving and low cost. These characteristics are more suitable for small and medium-sized private enterprises. Of course, for any enterprise, internal and external recruitment channels is the most scientific choice.

　 Four. Establish clear recruitment targets.

People who are recruited under inaccurate or incomplete requirements often bring large corrective costs to the enterprises in the running in stage, and even affect the distribution and execution of jobs. The system of small and medium-sized enterprises is generally not perfect, and recruitment work may lack reference for job descriptions. Therefore, the HR department or recruiters should guide the employing department to accurately describe the responsibilities of the post and the comprehensive specific ability and quality requirements through the way of communication before recruiting, so as to establish clear recruitment objectives. In the recruitment process, we should also maintain smooth communication with the employment department so as to ensure that we do not deviate from recruitment requirements, thereby improving recruitment efficiency and success rate. {page_break}

　 Five, improve the comprehensive quality of recruiters.

Every recruitment is an exhibition of the corporate image. The quality of the recruiter will affect the image of the company in the eyes of the candidate. Enterprises should set up the window consciousness of recruitment posts, and let professionals maintain the entry of human resources development. Before recruiting, it is necessary to train and instruct the relevant recruitment personnel in order to enable them to accurately grasp the basic information of the enterprise; to seek truth from facts when they convey the information to the applicants, neither to exaggerate nor to treat the problems offered by the enterprises, so as to ensure that the people who are recruited are really wanted to come instead of being exaggerated; meanwhile, the recruitment team should communicate with the employing department effectively, accurately grasp the recruitment requirements, minimize the gap between the applicants and the personnel departments, and finally achieve specialization and professionalism.

Six, pay attention to corporate image design and publicity.

The strength of small and medium-sized enterprises is not strong enough to attract talents and the competitiveness of enterprises is inferior to that of large enterprises. The level and quality of the recruiter will directly affect the success of recruitment. The most direct impression of applicants is that employees do not attach importance to recruitment. Recruiters' recruitment attitude and temperament are very easy to affect the candidate's view of the company. In the process of contacting the recruiter and the applicant, the impression that the recruiter is not professional enough will leave the impression that the overall quality of the company is poor. Enterprises should highlight the advantages of enterprises to attract applicants from the advertisement, booth arrangement, reception interview, venue layout and visiting enterprises. The recruitment of small and medium-sized enterprises can not only recruit qualified talents, but also display the image of enterprises through recruitment and expand their influence.

　 Seven. Pay attention to background survey of applicants.

Background checks before hiring employees are often ignored by recruiters, but this is a very important part. For example, now the sales personnel of enterprises embezzled, encroach on the business loans or even absconded with money. There are still many candidates forgery, qualifications, etc., enterprises do not have to review the hiring, it is often too late to find, because the enterprise has already invested a lot in training, insurance and other aspects for employees. In addition, some companies use unfair competition means to send commercial espionage to spy on company secrets. These can be avoided by background investigation. Background investigation can be carried out through the following ways: first, the school registration management department; the two is the past service companies; the three is the archives management department, the personnel department and the talent exchange center of the state-owned units.

　　 Eight, the ceremony returned to the unsuccessful personnel.

Small and medium-sized enterprises should clearly understand that candidates are interested in enterprises and should be respected and appreciated, especially those who have failed. After the interview result comes out, they should give polite answers and thanks. At the same time, they should input their data into the enterprise reserve repository. Once the job vacancies or enterprises need to be developed, they will be recruited, which will not only increase the recruitment speed but also reduce the recruitment cost, especially for small and medium-sized enterprises. In addition, when some applicants have the request to return personal application data, the enterprises must have a special person responsible for returning the data to the job seeker in a timely and complete manner, and can not "return it".

Human resources have gradually become the strategic resources for the development of enterprises. The high quality talents are the prerequisite for the healthy and sustainable development of enterprises. As an important work of human resource management, personnel recruitment plays an important role in the survival and development of enterprises. How to improve the effectiveness of recruitment is a topic that every enterprise needs to pay close attention to. According to different recruitment requirements, enterprises should flexibly select suitable recruitment forms and methods, reduce the input cost as much as possible, ensure the maximum quality of recruitment work, and lay a good foundation for the implementation of recruitment, so as to reduce the blindness and randomness of recruitment. Through effective recruitment for enterprises to transport high-quality talents, enhance the competitiveness of enterprises.