4.6 F公司人力资源招聘问题的解决方法4.6.1制定合理的与岗位需求

4.6 F company human resource recruitment problem solution <br>4.6.1 Formulate reasonable <br>recruitment standards that meet the needs of the job Recruitment standards have a very important impact on human resource recruitment. Whether companies can recruit people who suit their needs to a certain extent It is related to the recruitment standards established by the company. Reasonable recruitment standards can bring suitable talents to enterprises, and can also save the recruitment costs of enterprises and prevent the phenomenon of "high consumption of talents". Recruiters should analyze the responsibilities of the vacant positions before recruitment, determine the responsibilities, contents, operating procedures of the positions and the quality requirements of the positions for the competent personnel, so as to form a written job description and job description for the position, and use this as the standard to develop manpower Resource recruitment work. Reasonable recruitment standards should be defined and the responsibilities of vacant positions should be determined. The choice of high, middle and lower grades can be determined by observing and interviewing the incumbent, or by experts listing what employees are efficient in this position, what employees are inefficient, and according to job standards, etc. Employment standards. And according to different periods, different situations and different tasks of the enterprise, different recruitment standards are adopted and corresponding strategies are selected. When determining the selection criteria, it should not be too high, let alone blindly. When choosing recruitment channels, we must consider that each channel has advantages and disadvantages, and if we want to use talents reasonably, respect talents, and retain talents, we should first select talents from within, that is, through internal promotion or selection. When choosing external recruitment, we should make corresponding selections according to the stage of development of the enterprise, the development status of the talent market, the status of demand, the recruitment budget and so on. Can not blindly follow the new trend of the society, we should choose the recruitment channel according to the actual situation of the enterprise itself. Companies can't just follow other companies to start video recruitment and follow them. For those who have no experience in video recruitment, this is often a wrong recruitment channel. Therefore, we should choose the recruitment channel suitable for ourselves according to the characteristics of F enterprises, and do a good job in human resources recruitment. <br>4.6.2 Strengthen the management of basic recruitment work and establish a recruitment process system<br>For SMEs, basic work has always been a weak link. Before starting human recruitment, a series of basic work should be implemented. The first is to analyze and evaluate the job requirements and standards of the recruited positions with the help of basic analysis tools, define the responsibilities and contents of the proposed job positions in the form of job descriptions, and clarify the qualifications and requirements of the incumbents. In the recruitment process, we must be truly targeted and scientifically recruited to reduce blindness and randomness. <br>The effectiveness of corporate recruitment depends largely on whether the company's recruitment system and recruitment process are standardized and reasonable. Small and medium-sized enterprises should establish a complete, systematic and procedural recruitment process in accordance with the five stages of preparation, recruitment, selection, recruitment and evaluation. Each stage should clearly define the personnel and responsibilities involved. At the same time, establish a perfect recruitment process system, this system should include personnel demand forecasting, human resource planning, selection of recruitment channels, implementation of personnel selection, recruitment, experience and background checks, personnel trial and other links, and constantly improve in practice . <br>By improving the basic work, it will drive the improvement of the overall quality and efficiency of the F company’s recruitment system, and then improve the company’s recruitment process, so that the recruitment process gradually improves efficiency, improves the accuracy and purpose of recruitment, and reduces the recruitment cycle. Avoid the interference of human factors in the recruitment process.

4.6 F公司人力资源招聘问题的解决方法<br>4.6.1制定合理的与岗位需求相符的招聘标准<br>招聘标准对于人力资源招聘有着很重要的影响,企业能不能招聘到适合自己需要的人,在一定程度上跟企业制定的招聘标准有关系。合理的招聘标准可以为企业带来合适的人才,也可以节约企业的招聘成本,防止“人才高消费”现象的出现。招聘人员在招聘前应对空缺岗位进行职责分析,确定职位的责任、内容、操作规程及职位对胜任人员的素质要求,以形成该职位书面的工作说明书和工作描述书,并以此为标准开展人力资源招聘工作。应明确合理的招聘标准、确定空缺职位的职责。可以通过观察以及与在职人员面谈,也可以通过由专家列举什么样的雇员在该岗位上效率高、什么样的雇员效率低,以及根据职务标准等来确定高、中、下三个等级的选聘标准。且根据企业不同时期、不同情况、不同任务而采取不同的招聘标准,选择相应的策略。在确定选聘标准时不能太高,更不能盲目。在选择招聘渠道时,要考虑到每种渠道都是有利有弊的,且如果要做到合理使用人才、尊重人才、留住人才就应当优先从内部选拔人才,即通过内部晋升或选拔。在选择外部招聘时,要根据企业发展阶段,人才市场发育状况、需求状况,招聘预算费用等进行相应的选择。不能盲从社会出现的新潮流,应该结合企业自身实际情况选择招聘渠道。企业不能因为看到别的企业开始视频招聘,也去跟从,对于那些没有视频招聘经验的企业来说,这往往是一种错误的招聘渠道。所以,应该针对F企业自身特点选择适合自己的招聘渠道,真正做好人力资源招聘工作。<br>4.6.2加强招聘基础工作管理，建立招聘流程体系<br>对于中小企业来讲，基础工作一向都是薄弱环节，在展开人力招聘之前，一系列的基础工作要落实。首先是借助基础性的分析工具对所招聘岗位的任职要求和标准进行分析测评，通过岗位说明书的形式加以界定拟招聘职位的职责和内容，明确任职者的资格和要求。在招聘过程中真正做到有的放矢，科学招聘，减少盲目性和随意性。<br>企业招聘效果很大程度上取决于企业的招聘制度和招聘流程是否规范合理。中小型企业应按照准备、招募、甄选、录用、评估这五个阶段建立起一个完整的、系统的、程序化的招聘流程。每个阶段都应明确规定参与的人员与职责。同时建立一个完善的招聘流程体系，这个体系应包括人员需求预测、人力资源规划、选择招聘渠道、实施人员甄选、确定录用人员、体验及背景调查、人员试用等环节,并在的实践中不断完善。<br>通过完善基础工作，将带动F企业的整体招聘体系质量和效率的提升，进而完善企业的招聘流程，使得招聘工作在流程化中逐渐提升效率，提升招聘的准确性和目的性，减少招聘周期，避免人为因素对招聘过程的干扰。

4.6 solutions to human resources recruitment of F Company<br>4.6.1 establish reasonable recruitment standards in line with the post requirements<br>Recruitment standards have a very important impact on human resource recruitment. Whether an enterprise can recruit people suitable for its own needs, to a certain extent, is related to the recruitment standards formulated by the enterprise. Reasonable recruitment standards can bring suitable talents to enterprises, save recruitment costs and prevent the phenomenon of "high consumption of talents". Before recruitment, the recruiter shall analyze the responsibilities of the vacant positions, determine the responsibilities, contents, operation procedures of the positions and the quality requirements of the positions for the competent personnel, so as to form a written job description and job description of the positions, and carry out the human resources recruitment work based on this standard. Reasonable recruitment standards and responsibilities of vacant positions should be defined. We can observe and interview with the on-the-job personnel, list by experts what kind of employees are more efficient and what kind of employees are less efficient in this position, and determine the selection criteria for the three levels of high, medium and low according to the job standards. And according to different periods, different situations and different tasks of enterprises, different recruitment standards are adopted, and corresponding strategies are selected. When determining the selection and employment standards, we should not be too high, let alone blind. When choosing recruitment channels, we should consider that each channel has advantages and disadvantages, and if we want to make rational use of talents, respect talents and retain talents, we should give priority to selecting talents from within, that is, through internal promotion or selection. When selecting external recruitment, it is necessary to make corresponding selection according to the development stage of the enterprise, the development status of the talent market, the demand status, the recruitment budget cost, etc. We should not blindly follow the new trend of the society, but choose the recruitment channels according to the actual situation of the enterprise itself. Enterprises can't follow other enterprises because they see them start video recruitment. For those enterprises without video recruitment experience, this is often a wrong recruitment channel. Therefore, we should choose suitable recruitment channels according to the characteristics of f enterprise, and do a good job in human resource recruitment.<br>4.6.2 strengthen basic recruitment work management and establish recruitment process system<br>For small and medium-sized enterprises, basic work has always been a weak link. Before human recruitment, a series of basic work should be implemented. First of all, with the help of basic analysis tools, the job requirements and standards of the positions to be recruited are analyzed and evaluated, and the responsibilities and contents of the positions to be recruited are defined in the form of job description to clarify the qualifications and requirements of the employees. In the process of recruitment, we should really aim at the target, recruit scientifically, and reduce blindness and randomness.<br>To a great extent, the effect of enterprise recruitment depends on whether the recruitment system and process are standardized and reasonable. Small and medium-sized enterprises should establish a complete, systematic and procedural recruitment process according to the five stages of preparation, recruitment, selection, employment and evaluation. The personnel and responsibilities involved shall be clearly defined in each stage. At the same time, a perfect recruitment process system should be established, which should include personnel demand prediction, human resource planning, selection of recruitment channels, implementation of personnel selection, determination of recruitment personnel, experience and background investigation, personnel trial and other links, and be constantly improved in practice.<br>By improving the basic work, it will promote the quality and efficiency of the overall recruitment system of f enterprise, and then improve the recruitment process of the enterprise, so that the recruitment work will gradually improve the efficiency in the process, improve the accuracy and purpose of recruitment, reduce the recruitment cycle, and avoid the interference of human factors on the recruitment process.