Summary of personnel recruitment work

In the two months since I entered the company in the middle and late August of 2019, I have been responsible for the recruitment of the company. In the previous period, due to the company's order reasons, some employees left the company, which made the company difficult to work.

At present, due to the rapid increase in business volume, the company needs to increase the number of technicians in the processing of jewelry, which requires the recruiters to spare no effort to introduce relevant technical personnel and reserve personnel.

In order to solve the company's manpower gap, in the first two months of work, I recruited the company through some of the company's designated recruitment channels. Although some people were recruited, some people did not pass the trial period or automatically leave the company. . And in the actual recruitment process, I encountered some problems, resulting in poor recruitment results. The main reasons for the difficulty in recruiting in recruitment are as follows:

1. Recruitment channels are not very extensive, mostly for on-site recruitment. Even if there is a job in a foreign industrial area for recruitment, the recruitment and exclusion psychology in each region will not make the recruitment day-to-day. At the same time, the conditions given by our company have no great advantage over the industrial area. The long-term incumbents are not very willing to change. work place;

2. The surrounding industries have the same situation in our company. The required types of work are not the same. The salary and benefits provided by the company also have certain advantages, which makes the competitive pressure of recruitment in the same industry large;

For example: Yin Ding recruited apprentices, the basic salary of 1,200 yuan, including food and shelter. Although the salary of the employee is deducted in part to the extent of the package, the base salary of the apprentice of our company is 1,000 yuan, and there is a food subsidy. The applicant is more inclined to the former.

3. There are negative messages within the company, which affects the company's image and brings a lot of negative impacts on the recruitment process;

4. Most skilled workers want to get a certain amount of remuneration for outsiders, and also hope to work in a company that has a large space and can accommodate food and accommodation;

5. Due to the current salary increase in the Pearl River Delta, many job seekers hope that the company can properly raise wages and benefits.

Of course, the problem of recruiters themselves is not ruled out, because there is not enough relevant recruitment experience, failure to give more effective recruitment channels, lack of work enthusiasm and work initiative, and so on, all need recruiters to accept criticism and Self-criticism.

In short, the above various reasons encountered in the recruitment process have made it difficult to recruit people now. In order to be able to do a good job in the future, and to ensure that the company can complete the order normally, after repeated thinking, I suggest that we are recruiting. You can do the following:

1. Locate job advertisements in crowded areas or conduct on-site recruitment;

2. Use internal staff recommendation, if the referee can complete the trial period in the company, then give the corresponding introduction fee reward;

3. Appropriately relax the ratio of recruiting age men and women and skilled hands, first of all to solve the shortage of personnel;

4. Appropriately improve employee benefits and basic salary, and retain existing employees;

5. Due to the shortage of employees, you can register through labor, go to the regional talent market, industry website, professional website, forum, etc., or get a place in the local talent market on-site job fair, and you can effectively recruit people. .

In the process of recruitment, we also found deficiencies that need to be improved in future work. Such as:

1. Use the job description for two reasons:

First, I did not do a good job of propaganda and communication with the employer department before hiring;

Second, the employment department does not pay attention to the job description, and the description of some positions is rather vague;

2. The data of recruitment is not perfect: the reason for leaving the job after the employment and probation period is not analyzed.

3. Lack of personnel planning and lack of staff reserves.

All of the above are personal opinions. I hope that production managers can coordinate the staff of each process, so that employees are always in a position to do things, have money to earn work, implement humanitarian management, appease people, retain existing employees, and make employees willing Do practical things for the company and do good things! At the same time, all management personnel and recruiters should also be prepared for the hard work at the end of the year, the psychological preparation for long-term recruitment, and fully understand the difficulty of recruitment.