Highlights in recruitment of excellent courseware notes

Focus issues in recruitment
I
Can I use a gold lock with a good key?
The more valuable it is, the more difficult it is to identify it.
So.
1
Is it appropriate to be excellent?
2
The more talent you recruit, the better?
3
What are the elements of attracting talents?
Recruitment is like a gold lock with a key to check whether the key is integrated
Not only need to have ideas, but also scientific methods
II
Do recruitment also require marketing?
Enterprises
Industry: struggling to find the right talent
Job seekers: It's hard to find a favorite company when they rush to different job-seeking places.
Industry,
"
No match
"
Why?
Chase
Q: What is market management?
Job Seeker?
Recruitment and marketing?
1.
"
Planning
"
Recruitment Advertisement
2.
"
Planning
"
Recruitment career
3.
"
Planning
"
Recruitment interview
4.
"
Planning
"
Trial Period
3.
How does recruitment match corporate culture?
(1) impact of corporate culture on recruitment
There is an inseparable relationship between corporate recruitment and corporate culture,
Mutual Relationship, mutual influence, and mutual Constraint
1.
Different corporate cultures and different recruitment targets
2.
Different corporate cultures have different recruitment methods and approaches
3.
Different corporate cultures and different recruitment strategies
Policy decisions should be made before recruitment:
1.
Number of employees recruited;
2.
Labor market to be involved;
3.
Applicable employment methods;
4.
Knowledge, skills, abilities, and energy of employees;
5.
Influence of legal factors in recruitment;
6.
Whether to entrust an agency;
7.
How to transfer information about job vacancies;
8.
Recruitment intensity, etc.
Enterprise culture by industry
High risk, slow feedback (Strong Culture), high risk, fast feedback (Strong Culture)
Petroleum and aviation
Careful balance, careful planning, and deep thinking
Ambitious aspirations
Advertising, film, and publishing
Strong, optimistic, and enterprising
Low risk, slow feedback (process Culture)
Low risk and fast feedback
Playing Culture)
Banking, Insurance, and public utilities
Pay attention to the process details, observe the discipline and punctuality,
Careful and thoughtful, stable and conservative
Real estate, wholesale, catering
Considerate service
Different corporate cultures directly lead to different recruitment
Policy:
1.
Companies with high risks and slow feedback: Oil and aviation
2.
Companies with high risks and fast feedback: advertising, film and television, and publishing
3.
Enterprises with low risks and slow feedback
:
Banking, Insurance, and public utilities
4.
Enterprises with low risks and fast feedback: Real Estate, wholesale, and catering
(2) Matching of recruitment in corporate culture
1.
Recruitment plays an important role in the form of corporate culture
2.
Recruitment is of great significance to the sustainable development of corporate culture
3.
Recruitment is crucial to the spread of corporate culture.
(
1
) Inner diffusion: the spread of corporate culture to internal employees
(
2
) Outward spread: the spread of corporate culture to society
Chapter 4
Recruitment and recruitment
Recruitment is to attract and select candidates from the Organization,
Required by the recruitment Organization
HR
Process
Section 1
Recruitment and recruitment Overview
I
.
Recruitment and recruitment policies and principles
(1) policies to be determined before recruitment
1.
Determine the number of personnel to be selected by the Organization;
2.
Determine whether internal or external selection.
Which proportion is appropriate?
?
3.
Determine the knowledge, skills, and skills required by the organization
Experienced personnel;
4.
Information on job vacancies should be widely transmitted;
5.
Determine the intensity of recruitment.
(2) recruitment principles
1.
Choose people for reasons
Strictly organized
HR
Recruitment is planned. Recruitment
The plan should be based on rigorous work analysis and
HR
Scheduler
Infrastructure;
2.
Public
Public refers to public recruitment information and recruitment methods,
Easy to monitor;
3.
Equal competition
Treat candidates equally and pass the evaluation of competition
Select talents;
4.
Employer Director
In line
"
Talented
"
,
"
People Involved
"
,
"
Quantity Used
"
To objectively view candidates.
Weaknesses and strengths;
5.
Moderate recruitment conditions
In practice, you must be able to recruit
To improve the recruitment cost.
Efficiency;
6.
Focus on personnel potential
Not all positions require an industry in recruitment
Experience, which can reduce or save training costs.
Human potential and plasticity. Sometimes
"
Use it.
"
Is not the best person.
II
Recruitment procedure
In the recruitment process,
HR
Plan and position (position)
The manual is the basis for recruitment.
HR
The Plan determines the recruitment
The time, number of people, and position of the job.
The recruitment plan is based on the requirements of recruiters
Based on the two.
Shows the recruitment process:
Recruitment Plan
● Time
● Position
● Number of Students
● Qualifications
Human resources
Plan description
Books
Recruitment
● Make decisions
● Send a notification
Selection
● Preliminary screening
● Written test
● Interview
● Other tests
Rating
● Program
● Skills
● Efficiency
Recruitment
● Understand the market
● Publish information
● Accept application
Determine the specific work of the appropriate recruitment procedure:
1.
Set a job
A.
Determine what this job requires (
Skills, knowledge, and experience)
B.
Draft statement of work
2.
Work Description
A.
Work name
B.
Goals
C.
How to report to and who to report
D.
Main Task responsibilities
Note: The work description should be clear to the majority of employees.
What should we do?
3.
Determine who to recruit and determine what the staff should possess
Basic Work Ability
A.
Experience
B.
Healthy
C.
Degree
D.
Capability
E.
Character
4.
Determine basic methods to attract appropriate personnel
A.
Are you sure you want to select within a large range?
Talent;
B.
Determine the size of the recruitment advertisement to prevent
Too small to lose some attraction, but also to prevent too large
And scare potential applicants away;
C.
Select the recruitment media;
5.
Determine a valid recruitment advertisement. At least
Includes the following:
A.
What kind of company (unit) are you );
B.
What do you do;
C.
Positions and work content;
D.
Specific recruitment conditions;
E.
Salary and working hours.
6.
Prepare for the upcoming interview
A.
Understand the applicant;
B.
Write down the main questions and related information to be asked;
C.
Think carefully about the questions that the applicant may ask;
D.
If the applicant is weak in some aspects,
But at the same time there is some plasticity, you may wish to consider
Provide necessary training in the future to improve its shortcomings.
This idea will be disclosed to the candidates during the interview,
To enhance his self-confidence.
E.
Consider some flexibility issues to attract excellent response
Hired personnel
7.
Determine the recruitment method
A.
Prepare various psychological testing questions;
B.
Prepare the keynote speech;
C.
Prepare candidates to act as enterprise staff to handle problems
Exam content to check the applicant's ability to solve specific problems
Force;
D.
Prepare actual problems for candidates to solve these problems
Problems, so as to analyze their ability to solve the problem;
E.
Prepare one or more specific questions and submit them to the candidates.
And let them answer to understand their analysis ideas.
8.
After recruitment, review the shortcomings in the recruitment process,
Modify the recruitment process and formally confirm the recruitment process.
.
3.
Recruitment channels
The goal of organizational recruitment should be to attract as much as possible
Many people apply for the job. Therefore, recruitment methods will affect
Number of employees and quality. However, there are two recruitment approaches:
Both external recruitment and internal recruitment have advantages and disadvantages.
Advantages and disadvantages:
Internal recruitment external recruitment
Excellent
Point
①
Comprehensive Understanding and high accuracy;
②
Boost morale and motivate employees;
③
Candidates can adapt to their work more quickly;
④
Reward the Organization's training investment;
⑤
Low cost.
①
A wide range of Personnel Sources, large choice of places, is conducive
Recruit top talents;
②
New employees can bring new methods and ideas;
③
It is difficult to make decisions when many people compete internally
To a certain extent, external recruitment can be achieved.
To ease conflicts between internal competitors;
④
Talent is ready for use, saving training investment.
Missing
Point
①
The source is limited to internal enterprises, and the level is limited;
②
It is prone to "close-family reproduction ";
③
It may be caused by unfair operations or employee psychology.
Internal conflicts.
①
If you are not familiar with the enterprise, the role entry is slow;
②
Less familiar with the candidates, and may lead to the wrong person;
③
Internal staff are not given the opportunity to be motivated
Can be affected.
(1) internal recruitment methods
1.
Internal recruitment sources:
Open recruitment within the Organization: for all personnel in the organization
Internal promotion
Horizontal Transfer
For some employees in the organization
Job Rotation
2.
Internal recruitment methods
(
1
) Within the organization
HR
Information System (Personnel Archives
Materials) search for candidates;
(
2
) Publish recruitment advertisements and open recruitment within the Organization;
(
3
) Specified by the management layer
(2) external recruitment methods
1.
Publish advertisement
Key: media selection and Ad Design
2.
Through intermediary companies
Talent Exchange Center
Employment Agency
Labor Service Center
Headhunting company (
Head hunter
):
Obtain senior talents
3.
On-site Recruitment
For example, go to various schools and talent exchange meetings.
4.
Recommendation
Through employees, customers, and partners within the organization
Recommended
In particular, employee referral can reduce recruitment costs.
Cost, high reliability
5.
Online recruitment
Section 2
Personnel selection and evaluation
Personnel Selection mainly depends on the following two types of information:
•
Knowledge
Skills
Capability
•
Personality
Interest
Preference
Personnel Evaluation refers to the use of scientific methods by testers. Accept
Set the characterization information of the evaluated person in the main activity fields,
The process of making value judgments for a quality evaluation target system
I
Evaluation Method
1.
Application Form
This is a screening tool for personnel selection in the initial stage. Master
To collect information about the background and current situation of job seekers
To assess whether a job seeker meets the minimum requirements.
.
Basic content of the application form:
(
1
) Current and past work experience of the applicant;
(
2
) Educational status;
(
3
) Training status;
(
4
) Capabilities and expertise;
(
5
.
Application Form resume
Excellent
Point
Straightforward
Complete Structure
Restrict unnecessary content
Easy to evaluate
Open Architecture helps Innovation
Allow the applicant to emphasize what he deems important
Allow applicants to embellish themselves
Low Cost
Missing
Point
Closed, limiting creativity
High development and distribution costs
The applicant may omit some important content
Can be over-packed
Difficult to assess
The advantages and disadvantages of the Application Form and resume are as follows:
2.
Test
The written test is mainly used to test the knowledge and abilities of candidates.
You can also test your personality, interests, and other factors.
Knowledge and capability detection includes two levels:
(
1
) General knowledge and capabilities
Social and cultural knowledge
IQ
Language Comprehension
Digit
Reasoning capability
Memory, etc.
(
2
) Professional knowledge and ability
Business knowledge
Management (capability)
Interpersonal Skills
Observation Force, etc.
3.
Work Simulation
It is mainly used to simulate the actual work scenario.
The author participates, and evaluates it (this method can also
It is a way of assuming a work role ).
The design cost of this method is relatively high.
The following methods are often used:
(
1
) Method of Measuring the document basket;
(
2
) No leader group discussion;
(
3
Commercial games (Participation Cases)
4.
Review Center
This law was first used by the army to select officers or spyware
Used for enterprise or other organizations
The evaluation center is composed
N
Combined working simulation methods and
By means of on-site tests or drills
Measure the test taker's knowledge about the specific behavior of the applicant and give a score. This method
Essentially
"
Package
"
Evaluation method, applicable to repeat
Miscellaneous property and capability tests. Usually by reviewers
Evaluate a subject.
Use different methods for different (Management) skills:
(
1
Business Management Skills: test the basket of documents
(
2
) Interpersonal skills: No leader group discussion
(
3
) Intellectual status: Written Examination
(
4
Work perseverance: No leader group discussion,
Commercial games
(
5
Motivation: Imagination quiz, interview, simulation
(
6
Career development direction: Imagination quiz, interview, sex
Lattice Test
(
7
) Degree of reliance on others: Imaginary Ability Test
5.
Interview
The most common and essential evaluation methods
(
1
) Interview type
According to the structural level of the interview:
A.
Structured interview
Design Questions and related details before the interview (clear questions)
Single), interview by question list.
Applicability: general employees and general management personnel
①
B.
Non-structured interviews, also known as casual interviews
The subject and the tester can talk freely.
Level-1 interview to learn more about candidates.
Applicable scope: recruiting senior management personnel or other high-end Talents
According to the interview control method:
A.
One-to-one interview and multiple-to-one interview
The former is an examiner interviewing a candidate;
The latter is used by multiple examiners to interview one candidate.
②
B.
Multiple round (continuous) interviews and one-time interviews
Multiple rounds of interviews: the personnel department is usually interviewed first, and then
Interview by the employing department and Senior Management
One-time interview: hosted by the interview team, in the group
Members from various aspects
C.
Computer interview and manual interview
(
2
) Interview specifications
To improve the effectiveness of the interview and reduce the subjectivity
Establish a special interview system to standardize the interview.
Note:
Determine work requirements by work analysis;
Design interview questions based on work analysis results;
Prepare an interview evaluation form. The primary user shall evaluate the form according to
Evaluate a candidate
②
①
③
The subject shall be trained and can be objectively evaluated;
Maintain a relaxed interview atmosphere.
(
3
) Interview skills
Do not ask questions about your own preferences;
Raise questions related to the examinee's past behaviors as much as possible;
Ask the examinee to use his or her words and deeds
Answer;
Avoid leading issues.
④
⑤
④
①
②
③
(
4
) Factors Affecting the interview
First effect or first effect;
Comparison effect;
Halo effect;
Negative effects;
Lack of work-related knowledge;
Influence of non-verbal behaviors.
①
②
③
④
⑤
⑥
6.
Psychological Test
Provides a group
The stimulation of standardization, represented by the reaction caused
Behavior samples, so as to evaluate the individual's behavior.
Psychological Test content:
Achievement Test: identifies the level of actual ability, can be written
Trial or on-site operation;
①
Sex quiz: sex orientation refers to the potential ability of an individual, and
Not practical ability; potential development of testing candidates
Potential or potential energy;
Intelligence Test: test the examinee's thinking ability and learning
Ability to learn and adapt to the environment;
Personality Test: measure the physiological characteristics, temperament,
Abilities, motivations, interests, values, social attitudes, etc.
②
③
④
7.
Health Check
Entrust the hospital to check the applicant's health;
8.
Background check
The third party shall understand and verify the applicant's situation.
Background checks should be conducted for employees in key positions and important positions.
II
Use of evaluation methods
As mentioned above
8
Methods can be used to select potential
Employees, which evaluation methods should be used to weigh positions
Characteristics, related information, time, recruitment fees, and other factors.
The combination of different methods provides better results.
It can also save costs.
Common combination modes:
1.
Multi-level Obstacle
Each test method is elimination.
Each test must reach a certain level (ranking ),
To be selected. That is
"
Pass the 5-Level Test and kill the six
"
Type
2.
Compensation Method
The scores of different tests can be complementary to each other.
Candidates are hired based on their overall scores in all tests
Decision Making
3.
Combination
Some tests are elimination and some can compensate each other.
Candidates can participate only after passing the Elimination test
Compensatory testing.
3.
Test Reliability and Validity
The validity and confidence of the evaluation method directly affect the recruitment decision-making.
1.
Reliability
The reliability or consistency of the test results. That is, once
The same results can be obtained through another test, or
Generate an error, or generate the same error.
Retest Reliability or Stability Coefficient
The same test method is used
The results of two tests at different times are consistent.
Duplicate reliability or coefficient of rejection
Two copies of the test are used (the function is the same but the question is
To test the same group.
The correlation between the two scores. High copy Reliability
Low reflects the content equivalent of the two copies of the test
Sex level.
①
②
Internal consistency reliability
Test results that reflect different internal questions of the same test
Whether consistency exists.
Ratcher Reliability
When different reviewers evaluate the same object
.
③
④
2.
Validity: effectiveness or accuracy
Content validity
That is, the test method can really measure the degree of content to be tested.
Standard-effect correlation Validity
Or standard-related Validity
Whether the selection tool can accurately predict based on the important bidding letter
Performance, or tests based on test standards
Score and standard score obtained based on actual working standards
Number.
①
②
Conception Validity
A test that can measure a theoretical conception or trait.
Degree.
Note: ideas mainly refer to abstract and hypothetical concepts or
Traits, such as intelligence, creativity, and verbal fluency
Conception validity is concerned about whether the test can be correctly reversed
Concept features.
③
Thu
Issues in recruitment practice
(1) Several inertia errors in recruitment
1.
The interview site is solely dependent on the interview to evaluate the candidates.
Sometimes the information obtained is inaccurate.
50%
;
2.
Compared with successful employees
Real people are different from people, and their advantages are also very different.
Large;
3.
Simply evaluating the personality of candidates and ignoring the occupation
Skill Evaluation. Actually skill experience or occupation
Knowledge has been proved to be more and more important in modern society;
4.
Ignore the past work experience of the applicant, but the work experience
It is a key foundation for rapid development of candidates;
5.
Do not focus on the failure of previous workers in existing positions
The reason, and this is very helpful for recruiting suitable new employees.
(2) flexibly grasp the recruitment criteria
1.
We must adhere to the strict selection criteria. Such as capabilities and products
Quality, thinking, and Time View are all examples
Perimeter;
2.
We need to constantly find the best talent in different fields, and
Find a way to recruit them;
3.
Determine the important prerequisites for your selection of talent.
The following general conditions are available for reference:
A.
Professionalism
B.
Professional Competence
And learning ability
C.
Response Capability
D.
Personal Qualities
E.
Communication skills
F.
Team spirit
G.
Environment adaptability
H.
Self-understanding
I.
Healthy Constitution
4
.
Determine how to recruit employees in a scientific way. No matter
When selecting or directly selecting, you should pay attention to the selection.
Methods should be scientific;
5.
Determine the recruitment concept, that is, the principle of application,
Enterprises must objectively look at the cultural level
You must have the courage to do what you want. Sometimes
It is applicable when it is not high, and the knowledge and ability need to be different.
Transition and practice;
6.
It is necessary to establish a standard for identifying the talent to be recruited through evaluation
Accurate.
(3) key considerations for Recruiting Management Personnel
1.
Personal Qualities
A.
Energetic and agile;
B.
Learning ability, judgment ability, thinking ability and concentration ability;
C.
Sense of Responsibility, self-knowledge and loyalty;
D.
Professional knowledge;
E.
Management experience;
F.
Desire to engage in management work.
2.
Management capability
A.
Technical capability;
B.
Organization,
Coordination capability;
C.
Plan
Capability and recognition capability;
D.
Encouragement
And table rate capability.
3.
Reserve and development of existing management personnel
A.
External recruitment;
B.
Internal
Upgrade
(Inform the management personnel of the possibility of being promoted)
(4) Notes for recruiting employees
1.
Your resume can only serve to give you a general understanding of candidates,
The resume does not represent candidates;
2.
An objective view of academic qualifications, sometimes with work experience
It is more practical than simply a degree;
3.
To carefully consider the individual issues of candidates, contact one
The relationship between features and positions to maximize
Give full play to the potential of candidates;
4.
It is necessary for applicants to learn more about recruitment companies or tickets.
Because recruitment is a two-way selection process
Marketing is also required;
5.
In order to fully grasp candidates, necessary conditions should be provided
Give them more opportunities for performance;
6.
Pay attention to your own interview image, because the interviewer's image represents
Shows the corporate or organizational image;
7.
Thoughtful interview arrangements, such as suitable time and location for both parties
Point.
Case Analysis:
Ku
Company recruitment interview management analysis
1.
Ku
The company can always recruit ideal employees.
Thanks to its unremitting efforts in interview management over the years
Effort. In
Ku
The company only has the following conditions:
To interview candidates as examiners:
A.
Leave a cordial impression on the candidates and strive
Communicate with candidates quickly and easily;
B.
Treat every candidate fairly;
C.
Understand all aspects of the enterprise;
D.
Have a thorough understanding of all aspects of the applicant's patience
Heart.
2.
Ku
The company also attaches great importance to how to obtain from the interview.
Provide as much information as possible about candidates. In
Ku
Public
In the interview process of the company, the following information is
Required:
A.
Information about the applicant's personal abilities, such as: Organization
Ability, communication ability, and decision-making ability;
B.
Related
Applicant loyalty information;
3.
Ku
The company has done some detail work before the interview.
Clearly defined rules, such as determining the types of interviews
Class (initial test, review and interview); OK
Interview location and time, prepare the interview form; OK
Some skills that may be used during the interview, such:
Ask questions, listen, or silence; confirm the interview
Some questions that must be asked, such as family, personality,
Education, work experience, personal aspirations, etc.
This chapter reviews questions:
1.
Briefly describe general recruitment procedures.
2.
What are the advantages and disadvantages of internal and external recruitment? How
What are the two recruitment methods?
3.
Briefly describe the main principles of personnel recruitment.
4.
What are the main technical methods for recruitment?
5.
What is the test reliability and validity?
Talk about your company's recruitment experience and lessons.