Inventory Can Help Enterprises Achieve Effective Recruitment Strategy.

　 Flow 1: 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.

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.

　　 Process two: formulate a scheme

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 develop a complete selection scheme.

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.

　　 Process 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.

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. Generally speaking, the proportion of the time taken by the subjects is about 10%, and the subjects should be 90%.. Finally, in the recruitment process, candidates often exaggerate their practical abilities and hide their defects. If they are not sure of the "morality and ability" of the candidates, they will incur some staff 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.

　　 Process 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.

Besides, the entry of new recruits does not mean the end of the recruitment, but a brief 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.

　　 Process five: optimization 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. By summing up the optimized scheme, it will be more suitable for the recruitment requirements of enterprises.