What Is Involved in Corporate Finance Recruitment?

Recruitment is a flexible employment system. This employment system has been widely implemented in southern cities such as Shenzhen. Employee recruitment is the process by which companies take some scientific methods to find and attract candidates, and select the people they need for employment. It refers to the recruitment of excellent and suitable people into the company in accordance with the requirements of the company's business strategic planning, Put people in the right positions. It includes three stages of recruitment, selection and recruitment.

Recruitment

Recruitment is a flexible employment system. This employment system has been widely implemented in southern cities such as Shenzhen.

Desire for management, good moral character, spirit of innovation, high decision-making ability

First, attract a large number of talents.

Second, everyone's potential is fully released.

Third, it has stimulated the vitality of existing staff.

4. Facilitate the reasonable use and management of personnel.

1. Supplement staff, maintain manpower, and ensure normal business

Recruitment plays a very important fundamental role in human resource management operations. Without the addition of personnel, no other management activities can be discussed. The relationship between recruitment and other human resources management processes is shown in the figure.

The development strategy and culture of an enterprise are the basis of recruitment.

In recruiting and hiring, pay attention to people's quality, potential, character, education and experience. Hiring employees is based on the principles of "openness, fairness, justice, and merit."

Following the principle of two-way selection,

The employing department shall submit the Declaration of Personnel Demand to the General Department one month in advance as required, and the General Department shall check whether it exceeds the staffing establishment. 1: In the scope of preparation, if there are job vacancies, the general department will formulate according to the "Declaration of Personnel Demand"

1. Source of recruitment

Advertising candidates, employees or affiliates recommendation, employment agency recommendation, other sources 2. Ways to promote and fill employees

Common recruitment methods are: recruitment interview

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. According to the needs of enterprise human resources planning and

Recruitment costs include:

New hire costs; replacement costs; opportunity costs.

According to the recruitment plan, the general department will select recruitment methods and channels according to the different levels of personnel required. The specific methods are as follows: 1. Published by the news media (Internet, newspapers, television)

In the face of the increasingly difficult recruitment of management talents, what countermeasures should HR or corporate managers do in order to plan ahead?

1. Do a good job in talent reserve.

Many companies do not have a talent training plan for 3 to 5 years in advance, but only recruit when the eyebrows are waiting for employment. If we make a plan in advance, we will train and promote internally in advance, so that the personnel are relatively stable and the cost is relatively low.

2. Reduce the loss of newcomers.

According to incomplete statistics, most private enterprises recruit management talents outside, and the survival rate is 10-30%, which is very good. The author found in the exchanges with many HR colleagues that many companies are not unable to recruit talents, but that the recruited talents do not have a good development space. They use "colored glasses" to look at people everywhere, and some set cards under the name "test" . For example, a company hires a financial manager, and can not see the financial statements and key data within one month after taking up the job; a company hires an IT department manager, and does not give the company IP address and password after half a month after taking up the job , Completely become a decoration; a company recruited a production manager, not only no one to guide after taking office, not even let the original system be watched, the reason is that it is good for newcomers to innovate. Recruiting Maxima, but often dying "in dogs and horses" is really sad. Therefore, it is imperative for the boss and HR to support the newcomer's work conceptually and environmentally, so that he can get started as quickly as possible and be assured and stabilized as quickly as possible.

3. Establish a mechanism for attracting and retaining talents.

In order to attract and retain talents by all means, in recent years, many companies in the Pearl River Delta have also adopted strong measures: first, they are generous in salaries and attract talents at higher than market salaries; second, they provide generous benefits. Conditions, such as a home appliance company in Shunde, all personnel above the manager level can be assigned to a two-bedroom, one-living apartment after 5 years of ownership, and they will be owned by the individual after 5 years, and enjoy a car purchase discount for 1 year, and there will be overseas once a year Travel; three is to enjoy the rights issue for more than one year; the fourth is to perform well, the company invested to go to a prestigious university to study MBA; the fifth is the boss or from time to time to hold a seminar with newcomers to retain people by deepening their feelings. If every company can attach such great importance to talents, why not recruit people?

4. Establish scientific interview standards.

The interview is based on feelings and impressions, which is a common problem of many private enterprises, especially middle and high-level interviews. The boss is present in person. Some bosses use "face-to-face surgery" to determine whether the person is suitable. Some rely on one or two sentences to make a fate. Then he was hired immediately. For example, when a large company recruited an executive director, when the boss asked why the candidate resigned in the previous company, the other party said: "It was killed by the general manager." I was hired immediately. I didn't expect to find a straw bag within 7 days of going to work, and then immediately killed it. Such hasty interviews abound.

HR must establish a set of scientific interview standards, such as structured interviews, briefing methods, evaluation centers, etc., and should gradually establish a competency model in order to find talents suitable for the enterprise. A foreign-funded company in Foshan recruits a manager. The interview time is three months. It takes three places to interview. The test cost is 20,000 yuan. The company has recruited 50 managers in five years. So far only one is Those who were dismissed after passing the test showed that the knife was not accidentally cut. At the same time, we must actively find ways to convince the boss and know how to interview people in a scientific way, which depends on the professional level and influence of HR.