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Study On Recruitment Service Supply Chain And Talent Evaluation Model

Posted on:2017-06-08Degree:DoctorType:Dissertation
Country:ChinaCandidate:J Y HouFull Text:PDF
GTID:1319330512468683Subject:Management Science and Engineering
Abstract/Summary:PDF Full Text Request
Recruitment and job hunting are game process between employers and job hunters in talents market. Since neither of them can get enough information from each other,recruitment servers come into practice. However, there are still many employers facing troubles of "recruiting no talent","recruiting no suitable talent" or "difficulty in recruiting suitable talent quickly",that is to say, unexpected "quantity" and "quality" of talents or low "efficiency" of talent recruitment. Three measures are given to solve the questions. Firstly,the employers are suggested to select one or several recruitment servicers to form a recruitment service supply chain (RSSC) of capacity complementary,advertising cooperation, utility maximum and profit sharing. The servicers can help employers sell the special product of "vacation positions" to potential consumers of job hunters to optimize "quantity" of applicant talents by deep marketing. Secondly, an inovation CCCE model for talent evaluation is designed to help RSSC identify satisfied"quality" of expected talents. Thirdly,suggestions are given to optimize process of RSSC based on CCCE model to improve efficiency of talent recruitment.(1 ) Since many recruitment webset servicers (RWSs) always offer service to employers by advertising cooperation. The dissertation designs a Steinberg game for recruitment advertising cooperation between the two cooperators. With the model, the recruiter can predict recruitment utilities of employer, RWS and RSSC on condition of cooperating with different RWSs for a recruitment service supply chain (RSSC). Result shows that if RWS increases resume matching rate, the employer can get more talents resumes and expected utility. If RWS increases advertisement sharing rate, employers will order advertisement of higher price. If advertising effect increases, it is more convenience for job hunters to offer resumes. The employers can get more talents resumes and higher utility. RSSC utility can be predicted when fixing the advertisement sharing rate or the vacancy position price. Employer will choose one or several RWS(s)of optimal utility to form a RSSC of simple, serial, parallel or hybrid structure. The mothed is helpful for optimizing "quantity" of talent and recruitment utility.(2) In order to improve talent matching rate of RSSC, the dissertation designs an innovation CCCE model for talent recruitment evaluation to help employer and RWS(s)determine quality of expected talents. They should examine applicant talents'contribution (C), competency (C),commitment (C) in the past and new environment adaptability (E) to get CCCE product of four factors. Where, contribution is measured by the applicant's performance or achievements; Competence is sum of the applicant's nature giftedness and nurtured ability; Commitment is measured by the applicant's effort will for the professional work; Environment adaptability is the matching degree sum of the applicant's personal character and adaptability for requirements of the new job. Usingdisplacementin physics,the article puts forward aconcept of "talent displacement",namely how atalentcan successful achieve high performance in the new environment With empirical research, the dissertation gives the primary,secondary,tertiary index and mathematical relationship of the CCCE model, together with the application method and practical significance of the model.(3) In order to improve of talents recruitment effect of RSSC, the dissertation gives suggestion on optimizing process of recruitment service supply chain based on CCCE model. With the CCCE model, the employers and RWSs form a long term RSSC and work together to optimize process of recruitment requirement,advertising content,resume matching rate,resumes screening, interviewing,talent classification management, etc.. The method is helpful for improving talents recruitment effect and efficiency of RSSC. With a case study on recruitment management of a PPP investment enterprise, the conclusion and methods are verified to be correct, the recruitment work are finished in high -quality and high-efficient.
Keywords/Search Tags:Talent management, Talent recruitment evaluation, CCCE model, Recruitment service supply chain, Stackelberg game, Advertisment coorperation
PDF Full Text Request
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