How Do I Choose the Best Recruitment Agencies for Overseas Jobs?

Recruitment of employees refers to the process of absorbing externally capable individuals to meet the needs of their own development. The significance of employee recruitment for the company is mainly reflected in two aspects: first, the recruitment is directly related to the formation of the total amount and structure of human resources; second, the recruitment affects the results of human resources management from the source. ^[1]

Hiring

(Basic work of human resources management)

Staff recruitment is of great significance in human resource management. Recruitment is directly related to the formation of corporate human resources. Effective recruitment can not only improve the quality of employees, improve the structure of personnel, but also inject new

(1) Obtain the personnel needed by the enterprise. The newly recruited employees are like raw materials for manufacturing products. Their quality will have a great impact on the company's future production and operation activities. If you can't recruit the right employees, the company's investment in time and money will be a huge waste, and it may affect the morale of the company's employees. Therefore, to obtain the personnel required by the enterprise as the recruitment goal is conducive to ensuring the quality of the personnel of the enterprise, improving the efficiency of personnel use, and creating conditions for increasing the satisfaction and cohesion of the employees of the enterprise.

(2) Reduce unnecessary staff turnover. Companies must not only recruit people but also retain them. The ability to retain useful employees is an important factor in recruiting. It should be affirmed that those who recognize the company's values and find suitable positions in the company that suit their interests and capabilities, are less likely to leave the company in the short term. This depends on the effective transmission of information from both parties in the recruitment process and the accurate evaluation of the corresponding candidates by the enterprise.

(3) Establish a corporate image. The recruitment process is the process of direct contact between the company representative and the candidate. The ability of the person responsible for recruitment, the introduction of the company during the recruitment process, the interview process, and the type of person to be recruited or rejected will all become the basis for the applicant to evaluate the company. The recruitment process may not only help the company establish a good image and attract more candidates, but also damage the corporate image and disappoint the candidates.

The principle of selecting people by cause

The so-called choice of personnel means that the selection of employees should be based on actual job needs and job vacancies, and select personnel according to the qualification requirements of the post for the incumbent.

Open, fair and just principles

Openness is to publicize recruitment information and recruitment methods. This can not only place recruitment work under public supervision, prevent the use of power for private gains or false public benefit, but also attract a large number of candidates.

Fairness is to ensure that the recruitment system gives qualified candidates equal opportunities to be selected.

Competitive selection principle

The principle of competitive selection refers to the introduction of a competition mechanism in the recruitment of employees, based on a comprehensive review of the ideological, moral, and business abilities of the candidates, and the selection and selection of employees according to the results of the examination.

Efficiency priority

The principle of efficiency first is to hire the best candidate with the lowest possible recruitment cost.

Requirements that companies must meet in employee recruitment

1. In line with relevant national laws, policies and national interests

2, the principle of fairness

3. Adhere to equal employment in recruitment

4, to ensure the quality of hired personnel

5. Recruitment should be carried out using scientific methods and procedures in accordance with the human resource planning needs of the enterprise and the qualification requirements of the job seekers in the job description.

6. Strive to reduce recruitment costs and pay attention to improving the efficiency of recruitment. ^[2]

1. Under the guidance of the annual recruitment plan approved by the headquarters, HR will carry out the planned personnel recruitment work on time.

2. Resignation of personnel or vacancies due to other reasons should be raised in advance by the person in charge of the relevant team, and post duties and qualifications should be formulated. Work performed by HR and informed to headquarters executives.

3. Develop recruitment advertisements. Recruitment advertisements are prepared by the team leader of the position they are hiring and reviewed by HR.

4. Approve.

Six important nodes

Symptoms can be used to cure medicinesRecruitment channels must be selected. Mr. Li, the human resources manager of Company A, has been confused recently. Every time he comes out of the talent market, Mr. Li has a feeling of frustration. The candidate for "foreign trade manager", on the other hand, Mr. Li returned without success every time he went to the talent market. This embarrassing predicament is presumably not unfamiliar to many human resource practitioners, because in the recruitment practice of enterprises, this happens too frequently. On the one hand, it seriously affects the recruitment efficiency and quality of the company. On the one hand, it also increases the hidden costs and explicit costs of corporate recruitment.
So how do companies solve such problems? From the source, the key to the solution to this problem is the selection of recruitment channels. This is just like the "medicine for the right medicine" in the medical sense. It is the so-called cure for the right medicine. When planning the recruitment process, the company must first think of "what kind of person do I need", and the second is "how to find such People. " How to find such a person? This requires the combination of the characteristics of recruitment channels and the characteristics of recruitment positions. The first is to clarify the characteristics of recruitment positions, not only to understand "what kind of people do I need", but also to be familiar with the job levels, the importance of the positions, the category, the urgency of recruitment, the salary range, and the supply and demand of the market. , Frequent activities, etc .; Second, we must analyze the advantages and disadvantages of each recruitment channel, such as what are the advantages and disadvantages of online recruitment? What are the advantages and disadvantages of on-site recruitment? What are the advantages and disadvantages of headhunting? What are the advantages and disadvantages of employee referrals? Only by knowing the advantages and disadvantages of various recruitment channels can we make scientific choices. The third is to do a good job in combination. Take the "foreign trade manager" in the case as an example. The company mainly focuses on foreign export business. The position of "foreign trade manager" is an important position of the company. It is urgent to recruit and suitable candidates are in short supply in the market. This is the key "characteristic" of the position. ", Based on these characteristics, we can lock the recruitment channel to headhunting. Because headhunting has the "feature" of high efficiency and guaranteed personnel quality. Similarly, the same is true for other positions. The key is to grasp the relationship between "cognition" and "medicine", and strive to achieve the goal of the optimal combination of "post" characteristics and "channel" characteristics.
The key point is to highlightPeople who are more walking in the talent market in terms of information release may have the impression that the format of all recruitment posters is almost the same, and the layout of each recruitment position is almost nothing. difference. This actually explains to some extent that the job posting has not been given much attention. So how should companies value information release? Specifically, after selecting the appropriate recruitment channels, enterprises should do two things in terms of information release: First, they must clarify the focus of recruitment. When releasing recruitment information to the outside world, companies need to determine the focus of each recruitment campaign based on the priorities of the staff in different positions, so as to determine a core for recruitment activities. Second, key positions must be highlighted. Generally speaking, the first-level purpose of a company's job posting is to attract job seekers 'attention. How can it attract job seekers' attention? That is highlighting. After the focus and core positions of the entire recruitment activity are determined, the company needs to highlight the position information on the typography, such as enlarging the position demand information and adding the word "urgent employment". In short, to Make these job information can achieve the effect of outstanding, personality, difference. Of course, just doing these is not enough. Enterprises also need to choose the right talent service agencies and suitable recruitment booths. These are the key elements for the wide dissemination of recruitment information.
No one wants to waitWait for the waiting place. Who wants to wait? No one is willing to wait, but in the recruitment practice, waiting is inevitable, so it takes recruiters to spend some time on the waiting place. The first is the choice of waiting place. Some companies may be arranged at the front desk, some may be arranged in the department meeting room, and some may be arranged in the training room. Regardless of where they choose to be the waiting place, the company must always grasp two principles: First, the waiting place cannot be It is arranged in a place where personnel exchanges are frequent, such as the front desk is not a suitable place. Second, it must be able to show the atmosphere of "respect for talents" in the company. The choice of location directly reflects the company's employment concept. If the company wants to create a kind of The atmosphere of "respecting talents" requires careful selection of locations. The second is the setting of waiting places. In fact, any person may be the "service target" of the enterprise. By rationally setting the waiting place, it will not only help to improve the service image of the enterprise and the external dissemination of the corporate culture, but also help to enhance the attractiveness of the company's talents. Of course, it can also effectively relieve The interviewer is anxious about the waiting mood. For this, the company can try to place some of the company's cultural brochures, corporate development history, external publicity and evaluation on the waiting place, so as to build a good corporate image and ease the waiting mood, Enhance the talent attraction of enterprises.
Everyone likes itPeople should be prepared for interview questions. Perhaps this is the basic etiquette that many people prefer, especially since the first time they meet, sincere greetings not only help alleviate each other's "unfamiliar" psychological environment, but also Create a relaxed communication atmosphere. Applying this perspective to corporate recruitment practice requires companies to pave the way before asking questions during interviews, and to reduce the psychological distance between each other through sincere greetings. I have witnessed an interview like this before: When I just sat firmly in my seat and was ready to meet the "interrogation" coming, I was greeted with "What car is here? No transfer? The journey is hard!" For a topic of this kind, a friend-like opening remark quickly narrowed the psychological "distance" between us. As a result, the entire interview was spent in a pleasant, relaxed, and open atmosphere. Therefore, if the company really wants to obtain a lot of potential information of the candidate during the interview, it must also be "greedy" before asking questions, such as how the weather is, and recent hot topics, etc. On the one hand, through the implementation of greetings To highlight the care and attention of employers to their employers, to create a relaxed atmosphere of communication, on the other hand, it is also conducive to the transformation of enterprises and candidates from a "game community" to a "cooperative community", and to achieve a state of communication that is open and honest. .
Observation is more important to observe the color of the interview-"two correct"
As mentioned earlier, the main problem and core problem to be solved during the interview is to maximize the potential information of the applicant, so as to ensure the accuracy and scientificity of subsequent hiring decisions. So how can we maximize the potential information of candidates? The answer is to focus on two major areas: one observation and one observation. Generally speaking, in the interviews conducted by most companies, the company will use the "STAR" rule to conduct interviews with candidates. In fact, this is the so-called "comment". The company expects to understand the past events by the candidates Capabilities, but there is one thing to note is that in the "inspection", enterprises must grasp two aspects. First, pay attention to how the candidate tells. Some candidates may talk about their work experience upside down, and some applicants may also talk about their work experience. No matter which way to tell, companies need to pay attention to the consistency of the way of speaking, whether it is specific and core. If the person tells the story backwards, and then follows the story, it gives people a feeling of isolation and emptiness, so the company should focus on it. Second, pay attention to the tone of the candidate. Tone is actually a reflection of psychological activity. In paying attention to the tone of the candidate, the company needs to pay attention to the speed of speech, such as whether there is a priority, a stutter, and whether it gives people a feeling of confidence and power.
After checking the words, the company still needs to "see the color." Because "checking" is not enough, especially for those veterans in the workplace, even if you carefully check "checking", you may be fooled, so "viewing the color" in the interview is also very important. Specifically, "looking at the color" also needs to do two things: first, look at facial expressions, such as what the face looks like and how the eyes look. Second, attitude. Such as whether there is a change in sitting posture, what is the gesture when speaking. In general, "inspection and observation" is on the one hand to verify the authenticity of the information told by the candidate, and on the other hand to obtain the potential information of the candidate. Of course, when doing this work, do not forget the record of the interview jobs.
Strength does not forget the spurRecruitment evaluation should be a very forgotten corner in time. Because in general, companies pay more attention to recruitment whether the original recruitment goal is completed, which is actually one This type of results-oriented evaluation, but practitioners who are familiar with performance management know that performance management not only needs to evaluate the results, but also the evaluation process. Therefore, the focus of corporate recruitment evaluation needs to focus on the process and results of the existing recruitment activities. These two aspects. First of all, in terms of process evaluation, companies should pay attention to several major indicators, such as whether there are emergencies, whether the incidents have been reasonably resolved, whether there are differences between the plan and the actual situation, whether there are obvious flaws, and so on. In terms of enterprises, the company mainly locks in three key indicators, one is cost accounting, the other is the actual number of people in place, and the third is the total number of applicants. At the same time, when conducting recruitment evaluation work, a key point for companies to grasp is timely. Generally speaking, within one month after completing each project or phased recruitment activity, companies need to conduct recruitment evaluation. Because once the time between performance evaluation and recruitment activities is too long, the incentives for performance evaluation will show a decreasing trend, so the timely work of recruitment evaluation is also a key point to be grasped throughout the recruitment process. ^[5]