References to the meaning of recruitment

In today's society, talent is the first productive force. For enterprises, talent selection and training has become the most urgent task. Therefore, recruiting talents suitable for the company's position has become a new proposition and a new challenge for human resource management in today's enterprises. The text discusses in detail the basic content of foreign methods of employee selection and the current status of research and and the current status of selection of domestic enterprises and shortcomings, and therefore put forward a proven selection process is worth studying.1 Enterprise employee selection methods at home and abroad, the current status of research, the basic content.1.1 The meaning of selection. Selection is based on the characteristics of the recruited job position, the selection of appropriate selection methods and procedures, at the lowest cost, to ensure the best match between the position and the personnel.1.2 The content of selection (1) to ensure that the scientific standards of the selection process; (2) according to the nature of the organization's characteristics and the requirements of the job position, the selection of the appropriate of these techniques; (3) to make the decision to make a selection, to ensure that the proposed position with the final recruited person 1.3 General methods in the selection process at home and abroad.1.3.1 Psychometric testing (1) Meaning of psychometric testing. Psychological testing method is based on standardized experimental tools such as scales to trigger and stimulate the response of the test subject, and the results of the triggered response are recorded by the test subject himself or others, and then processed through certain methods to be quantified, depicting the trajectory of the behavior and analyzing its results. Quantitative analysis of the psychological phenomenon or psychological quality of the test subject. With the development and wide application of computer technology, there has been a clear trend toward computerization in the field of psychological testing (2) Testing methods. Intelligence tests: Measurement of cognitive functions; perception, spatial awareness, verbal ability, numerical ability, memory, etc. Personality tests: mood, character, attitude, work motivation, character, values, etc. Mental Health Test: Measurement of the candidate's outlook on life, values, etc. Occupational Aptitude Test: Measure the applicant's occupational aptitude for the needs of corporate management. Occupational Interest Test: To test the candidate's interest in the occupation. Creativity Test: fluency, adaptability, sophistication, sensitivity and originality. 1.3.2 Evaluation Center Method (1) Meaning of Evaluation Center Method: Evaluation Center Method is to create a simulated management system or work scenario, include the test subjects in the system, and use various evaluation techniques and means to observe and analyze the psychology and behavior of the test subjects under the pressure of the simulated work situation in order to measure their management ability and potential. The assessment method of measuring ability and potential. (2) Commonly used methods Commonly used methods: correspondence basket processing; leaderless group discussion; role-playing method; management game. 1.3.3 Observation and judgment method (1) Meaning Observation and judgment method is a method of judging the intrinsic qualities and abilities of a test subject by observing his behavioral reactions as a basic means. It is to assess the quality of personnel for the purpose, with the help of a certain scale, based on the observation of the assessment activities (2) method of event recording and key event method; checking the description of the scale; observation assessment scale; character presumption table; background checks. 1.3.4 Pen and Paper Assessment Method Pen and paper assessment method is an important tool for assessing the level of knowledge of the candidates, through the design of the relevant test questions to test the candidate's basic knowledge, professional knowledge, management knowledge, comprehensive analytical skills, and the ability to assess the quality of the test. 1.3.5 Interview method (1) meaning. Interview is one of the most common selection methods. Interviews can be used to understand the candidate's character and intelligence and can evaluate the subjective aspects of the candidate through conversations and questions with the candidate. It can be a more comprehensive assessment of the candidate's comprehensive quality. (2) The common methods of interview. Scenario interview: the interview questions are mainly composed of a series of hypothetical scenarios, through the evaluation of the job seeker's response to these scenarios, the evaluation of the interviewer. a. Ability to interview method: the examination of the job seeker how to achieve the goals sought. b. Series of interviews: there are a few examiners to the job seeker interviews, each examiner based on a standardized evaluation form to make the evaluation, and then the results of the evaluation of each examiner for a comprehensive comparative analysis, and finally make the hiring Comprehensive comparative analysis, and finally make a hiring decision. c. Group interview method: several examiners form an interview team, from different sides of the questions not repeated, requiring job seekers to answer. d. Pressure interview: examiners intentionally create a tense atmosphere, to test the job seekers on the work of the pressure on how to react. 1.4 Domestic enterprise selection status quo 1.4.1 Lack of planning first to determine the development of enterprise Strategic objectives, the development of human resources planning should be clearly stated in order to determine what kind of employees are needed for each position. At present, many domestic enterprises lack of planning staffing performance is not combined with the short-term and long-term goals of the enterprise, focusing only on immediate staffing needs, the possible existence of changes in the enterprise and the development of no foreseeable, resulting in the recruitment of talent on the mistakes, the formation of corporate resources and cost waste. 1.4.2 qualifications are not targeted at present, many domestic enterprises lack of human resources planning, did not develop a Recruitment standards, in the hiring department to apply for recruitment, also does not clearly indicate the need for what kind of talent, the Ministry of Personnel is even less clear about this standard, the Ministry of Personnel to the general public **** standards drafted the recruitment notice. There is no study to discuss and define the qualifications of the position, so it attracts all kinds of job seekers, all levels of talent, increasing the workload of resume screening, reducing the chances of interviewing the right candidate, recruitment work is not efficient, but also no quality, and failed to live up to many of the expectations of the job seekers.1.4.3 Interview process is unreasonable for the interviews for some domestic enterprises, generally after the initial and reexamination procedures, human resource management is the most important part of the recruitment process. And retest two procedures, the human resources department is responsible for the initial interview, and then the employing department for the retest, generally through the initial test and retest candidates will be hired. And, usually in the interview questions set, the examiner basically did not carefully consider the general are randomly asked, as for the purpose of the question and the examination of which aspects of the quality of the applicant, the examiners themselves are not very clear; in the interview process, the most important thing is that the interview examiner tends to be based on the "first impression" of the preference to make a judgment, the impression of a good more questions, on the contrary, it is a good impression. Good more questions, on the contrary, the end of the interview hastily. This creates a great bias in hiring talents who really meet the requirements of the company and the position.1.4.4 Lack of scientific assessment systemOften, the employer decides whether to hire a person based on the feeling of the examiner, instead of systematically evaluating whether a person has the ability to become an effective part of the company. Simply using certain skills to measure the value of people, but not from the attitude, behavior, values and other aspects of the assessment, employment is also inevitable to feel disappointed. After all, skills can be developed through relevant training, while human character and values are difficult to change easily. So on the construction of talent assessment system, the current Chinese local enterprises are few companies to achieve professional and mature assessment system, including the so-called China's top 500 companies.1.4.5 Hasty and subjective hiring decision-making is too hasty at present, Chinese enterprises are generally recruited grass-roots employees, the hiring decision-making is relatively simple because of hiring there is a strong job correspondence, such as a front-line operator, the hiring of staff, the hiring of staff, the hiring of staff, the hiring of staff, the hiring of staff, the hiring of staff, the hiring of staff, the hiring of staff and the hiring of staff, and the hiring of staff. For example, front-line operators are recruited for a clear purpose. But when the recruitment of management positions, especially higher management positions, due to the imperfection of the evaluation system or the evaluation of the views of the inconsistency, each recruitment position may exist more than one suitable candidates, or candidates suitable for a number of positions, and the recruitment of candidates are not obvious differences between each other, at this time, the hiring decision will be more complex, can not make a simple hiring decision. Enterprises generally take "who is high who said" to solve this problem, as long as the leadership like, who said the leadership with who to use, other departments are also easy. If the decision is correct, if the decision is wrong, it may make the whole recruitment process a failure, not only make the enterprise suffer significant economic losses, but also impede the development of the enterprise.1.4.6 Misunderstanding of selection methods based on the competency modelMcClean was the first to put forward the concept of "competency", and after a long period of research, he put forward the competency model and its analysis and evaluation methods. competency model and its analysis and evaluation methods. With the continuous improvement of China's enterprises in human resource management and practical ability, this concept has also been introduced, and most of the enterprises have adopted the selection method based on the competency model in their recruitment work. However, the introduction of this approach at the same time also produces a bias in the understanding of this concept. At present, there are two main misunderstandings in the definition of competency in China: (1) equating job competency with job qualification, and believing that one must have job competency to be able to work. For example, we often see in the recruitment information on a position requires "undergraduate, so and so professional, English 6, computer level 2, more than one year of relevant work experience" and so on such words. These are the qualifications of the post, that is to say, if you do not have these conditions, your work ability is no longer strong, there is no opportunity to be selected. This is a very common phenomenon, but this is completely contrary to the connotation of competence. Because the qualification requirements can not guarantee that the personnel in the post will have excellent performance, it is to distinguish poor from general, rather than distinguishing between general and excellent talents. Now there are many companies do this, so there is a need to make improvements based on a good understanding of the meaning of "competence". (2) All the characteristics of high performers are categorized as job competencies. As a matter of fact, it is difficult for companies to recruit talented people when all the characteristics of high performers are categorized as job competencies, because the threshold is set too high. Conversely, talents with excellent knowledge and skills and outstanding backgrounds may not necessarily be successful.2 Summarizing the above problems, it reflects that domestic enterprises' recruitment lacks a certain level of professionalism in determining selection criteria and conducting quality assessment, which affects the progress of enterprises' human resource management and restricts the development and growth of enterprises. Through the study of various selection methods proposed at home and abroad can be found that each method has its advantages and shortcomings, then how to combine the use of these methods and put forward a proven selection process is a problem we are worth studying. 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