How apt mainly recruit

How to effectively recruit with the fast economic development, enterprise demand for talent has chance increasingly intense. If the business to development and progress, we must continue to preoccupy the best talents from outside. And recruitment, is the business according to their own human resource planning and job analysis requirements, find, attract those who are amused to have the ability to serve the enterprise staff, and to select the appropriate personnel to be employed in the process. So, how to choose and enterprise development period with the talent, how to recruit, how to recruit more effect? To determine these problems, you must establish a scientific and rational employment values ​​in the process of recruitment has always followed the principle of human post match,GHD IV Dark Straighteners, according to the quality of different individuals, the arrangements for the recruitment of the posts the most appropriate person.

an ineffective recruitment

1, the recruitment of blind behavior of the elucidation from the job, we can discern that a behavior is the recruitment process itself. Thus in the lesson of this behavior, you need to adhere to the technological and rational employ of values, emphasizing the behavior of planning,GHD IV Styling Set, this will be a good outcome, to achieve recruitment targets. On the opposed, not long-term, strategic talent demand and supply planning, do post analysis, not from the actual location, rush jobs. Employing this concept of one-sided and short-sighted behavior generated by the recruitment will only lead to failure of the recruitment results.

2, one post does not match the current enterprise human resource practitioners in the face of corporate recruitment needs, they constantly only work up from the surface of the functional requirements of the job, not a thorough understanding of the recruitment post, and did not depth analysis of the reasons for job recruitment and recruitment purposes, not for the enterprise employing the concept of act an objective in-depth exploration. Therefore, in the paucity of a clear obligation for recruitment of positions under recruitment behavior, will inevitably lead to job candidates do not grasp the basic quality requirements in area, approach causativeable convergence of staff and posts the results of the staff recruited for obligation is not ;, is faultless in all appearances of candidates, the quality requirements for the candidates is much higher than the actual demand jobs, and ignore the differences between individual differences and working principle of this one-sided and incorrect concept of recruitment and employment will inevitably lead to recruit staff or Company employee turnover rate. The quality of candidates is much higher than the phenomenon of job requirements, personnel can be phoned The campaign for talent, and always stressed the need of doctors, mains, MBA, blind between enterprises on the digit of reserve personnel for high-level comparisons, but not actually related with the job offer, the real positions correspond with the wisdom, which undoubtedly caused a colossal garbage.

Second, how to mate human post, and enhance the effectiveness of recruitment can be effective for a kind of recruitment methods to test, but in the end, all of the appraisal method ought be implemented to: the cost of resources below the conditions built for work to recruit qualified candidates with the applicability to accomplish causativeable convergence of people and jobs.

1, exact job positioning stage of evolution and growth of enterprises can not do without additional staff, it is necessary for accurate positioning requirements of the posts and ensure job features of the corporate people resource planning in a dynamic rational predictability order to meet corporate strategic development plan. Only clutch the deeper positions recruitment business backdrop, a explicit position in corporate strategy development and advancement of the status and role, to the requirements of the job Thus for the company's future development needs of HR practitioners need to conduct on corporate tactics systems musing, in-depth understanding of business development, pre-foresight to develop detailed and systematic recruitment plan, so that enterprises face of corporate recruiters personnel vacancies, has been fully prophesy the action of the recruitment process, to entirely grip the needs of background jobs, more purposeful style.

2, select the appropriate channels, to detect the target population behavior in the recruitment process of companies, first to consider the costs and benefits of recruitment. Thus, along to the different positions, you need to accept a different neatness of recruitment, in order to achieve the maximum validity of the recruitment. Because the nature of the job recruitment recruitment channel choice, and different cost architectures of their different recruitment channels. So, in a clear recruitment needs, the next tread is to locate the target population and the recruitment of candidates in what channels effectively conveyed to these target groups. The basic making line for enterprise employees, workmen can be entrusted to sending agencies, saving the enterprise human resources professionals and corporate fatigue costs operating costs, and addition the efficiency of corporate recruiters. Middle management for the enterprise, more effective course is to use job fairs, weekly advertisements and artist recruitment website. As for the recruitment of senior staff, the most effective and cheap way to an inner promotion, followed by a vocational administrative search tight commissioned by recruitment, in this way behalf in the shortest feasible time from outside the enterprise to find the right aptitude. However, the recruitment Either way,GHD Precious Gift Set, the enterprise must think the concept of strokes and hiring a detailed thinking of job ecology, can be targeted to find the business needs of the target population, recruitment to the most appropriate business development staff.

3, quality assessment screening candidates because the quality of people is different, and this distinction is an objective, not the will of the migrate. Only accomplish this in order in the recruitment process, scientific and rational selection and hiring candidates. Therefore, in order to understand more fully and candidates,GHD Purple Butterfly 2011, selecting the most suitable position from which the mission needs and requirements of most of the competence of personnel, the use of quality assessment is necessary. There is a paradise and hell were fully illustrated instance of the difference: What is paradise? When the British police, French, a chef, the German automobile, when the Secretary of the Swiss, Italians adore people; what is hell? When the police German, English as a cook, the French automobile, when the Secretary of the Italian, the Swiss adore people. The same group of people, for of their differences, improper use, heaven to hell.

4, science is the recruitment system of the interview process the interview the most important part, mainly for employees of the final selection stage. Interview is the interviewer and the applicant in accordance with the pre-designed purpose and procedures, conduct interviews, each observation, the process of joint communication. Interview the interviewer assess whether the job candidate selection method of the vital requirements, make sure the success of enterprises to attract and select the appropriate personnel.

(1) Preparation ahead the interview, numerous interviewers as the lack of preparation ahead the interview could not be effective before the interview, resulting in a absence of relevance and reliability of interview appraisals, can no effectively recruit the right commerce person, or apt recruit candidates tin not be loyal with job requirements. Therefore,GHD NZ, the dictate of recruitment and staff must cost more period understanding the before status and position of enterprises, and to browse together with the workers department of the fussy capabilities required for jobs and conditions. As interviewer, there are maneuvers to carry out the preliminary work before the interview is essential. First, develop one interview lead; Second, arrange interview answers; and then formulate the interview method; Finally, the exercising of interviewers. Only to do entire the preparatory work before the interview, thoroughly clarifying the real requirements of positions in order to ensure the effective behaviour of the interview to avoid the blindness of the interview.

(2) the implementation and results of the interview the implementation process of the interview, the interviewer must be a rational boss must match the concepts and principles of people post under the premise of the questions along candidates on the candidate's private qualities and ability to make correct judgments and evaluation, and liken the quality of candidate evaluation report, the terminal hiring decision. In order to achieve the intention of recruiting qualified employees, in an interview, you need a different reach. Positions for technical classes, interview questions should focus more on the candidate's ability, skills, experience; for Management positions, can be accustom without the guiding team and additional methods, more comprehensive system to examine a candidate's communication skills, coordination, Quality characteristics of union and management capacity. Whatever the method, must be carefully designed the interview questions. So that the most appropriate personnel are the most appropriate positions, to enhance the harmony of people and jobs.

three people matching principle of rational use of gang recruitment companies, in truth, that is, persons outdoor the enterprise into the enterprise's 1st pass.

good if you could pass this road, that is skillful to select the right people, not only to the corporate reserve reserve personnel, but also affected the settled operation of the enterprise. Japan's , the need for present and future business needs of human resources and corporate internal and external supply of human resources for scientific prognosis of the situation, worked out in advance the human resource plan. Predict how many jobs, what jobs to be adjusted, which to recruit a replacement member. Different positions which type of personnel required, clear every job or job characteristic requirements. And according to business context changes, the requirements at any time to accommodate staffing structure in order to ensure that enterprises in different development stages, with the organizational restructuring, job in the change, personnel adjustments, always have different positions on the most appropriate personnel.

2, corresponding to the business needs of first-class first-class professionals, but also need to second-rate, third-rate talent by different levels. Recruitment Therefore, in the recruitment process, should proceed from the tangible business,GHD IV Straighteners, not to recruit the best people, but select the most suitable person.

3, adaptable Every business has its own different mores. Therefore, in the recruitment process, in appending to learn the elementary skills of candidates, we must likewise survey the merits ​​of candidates, only companies and workers need to accustom when the merits ​​and skills in order to make the right hiring determinations. For example: the globe notable Toyota is 1 of the kernel values ​​of quality first, companies in the recruitment of staff, effectively those good and responsible selection of candidates.

4, targeting the recruitment namely a dreary and intricate transactional work, requires a lot of manpower, matter and financial resources. Thus, in the process of recruitment of staff, first of all, do a good job as Jobs prefatory inquiries, and undertaking managers, administrators straight recruitment posts detailed in-depth communication, understanding the details of posts, the difference among the different characteristics of jobs and aptitude of nominees prejudice; Secondly, recruitment of the distribution of positions of the target population, select the fitting recruitment aisles; Finally, based ashore the job characteristics in selecting appropriate and forcible interview usage.

In general, companies only employing establish a scientific and rational values, follow the matching principle Kong people to always carry out this principle in the recruitment of the entire process, so as to empower a comprehensive analysis of enterprise human resource management The problems and opportunities to attract targeted to the most appropriate talent.