Analysis Of Two Important Factors Affecting Recruitment

< p > the basic purpose of recruitment management is to make up for the rapid development of talent vacancies in enterprises. How can we effectively solve the recruitment problems in the team building of enterprises, help enterprises to effectively build a team of talents and meet the needs of the development of enterprises? The key lies in mastering the important factors affecting recruitment work, specifically in the following aspects: < /p >

< p > < strong > 1, clarify recruitment responsibilities, improve recruitment < a href= "//www.sjfzxm.com/news/index_c.asp" > execution power < /a > /strong > /p >

< p > in the recruitment process, the human resources recruitment department is an internal recruitment consultant, and also a recruitment department of the employing department. Sometimes, due to unclear responsibilities, all recruitment is given to the human resources department.

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< p > however, the recruitment process involves the compilation of job descriptions, the protection of interview time, and the support and guarantee of large enterprises, which will directly affect the effect of recruitment.

Especially in some developing enterprises, the employment department is always busy with the business, and the interview and the interview of HR arrangement are changed arbitrarily, which leads to the passive work of human resources.

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< p > > when a href= "//www.sjfzxm.com/news/index_c.asp" > personnel department < /a > carries out the interview according to their own time, the suitable person has already reported to other units for work.

In this way, the recruitment of human resources is endless, but the right people can not be recruited. The human resources department indirectly leads to the failure of sales, poor quality of production and distance from production.

When the employment department summarizes the work, it will claim that the human resources department has not recruited people, so the task has not been completed.

As a result, the Ministry of human resources has become a "hindered" enterprise development department, and has become a reasonable excuse for all departments to finish their work.

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< p > human resources department will not be able to start up in the enterprise. Even some HR recruiters are unable to coordinate with other departments for interviews. They can not bear the "great responsibility" that affects the development of enterprises. They are embarrassed and even resigned under the pressure of recruitment.

In fact, the construction of human resources team is not only the responsibility of the human resources department, but also the responsibility of the enterprise and the personnel department.

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< p > < strong > two, writing job descriptions, clearly < a href= "//www.sjfzxm.com/news/index_c.asp > < employment standard < /a > < /strong > /p >

< p > how to introduce the talents needed is a crucial issue in the development of enterprises.

Many enterprises consider the recruitment of talents in the team construction simply as a matter of human resources department, and recruit people. In a lot of developing enterprises, the employment department has just one word, and finally it will wait for the employer.

In fact, the Ministry of human resources is unable to recruit suitable people in the case of the employing department.

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< p > but some recruiters lack recruitment experience. They write some recruitment criteria and publish information on routine duties. They wait for applicants to send their resumes. Finally, they are unable to recruit people because of the unclear standard of employment, which wastes a lot of time cost and thus affects the efficiency of recruitment.

So, after receiving the recruitment plan, the recruitment department of the human resources department must ask the employing department to prepare the job description and define the employment standard.

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< p > in the employment department, when writing job descriptions, the human resources department should communicate well with each other, not only to fully understand the objective employment conditions of the employment department: such rigid targets as education, age and work experience and experience, but also to understand some soft indicators of their required talents and the culture of the Department, and combine with the actual situation of the human resources market, negotiate and communicate some unrealistic employment ideas of the employing department, and finally reach an agreement.

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< p > the recruitment department of human resources should avoid incorrect understanding of recruitment requirements when recruiting, resulting in the inaccurate positioning of personnel and the release of recruitment information.

This kind of work mistake will also mislead some candidates who are not suitable for the requirements of the company to deliver a large number of resumes or even come to the interview, thus increasing the workload of recruitment and ultimately affecting the efficiency of recruitment.

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