| Recruitment is an important way to acqiure human resources, and an important means to enhance core competitiveness through talents accumulation for enterprises. The effectiveness of it decides if the other areas of HRM can go smoothly. The Fortune 500 is the benchmark of all enterprises, whose concepts and tactics in recruitment are all what we can learn and draw.This study was designed to explore the recruitment tactics from different angles to the Fortune 500, along with comparative analysis to the recruitment status of enterprises in our country, the recruitment shortcomings are clarified, suggestions and countermeasures are put forward, so that can make some references in recruitment concepts and s tactics to enterprises in our country.Recruitment tactics of the Fortune 500:①With tactics human resources management concepts: scientific values of human resources, scientific concepts and principles of human resources management.②With tactics recruitment philosophy: they focus on corporate vision, overall situation and the future; the recruitment philosophy consists with the corporate culture; the recruitment process is guided by specific recruitment concept; staff selection is ability-orientated, application-oriented and development-oriented.③With diversified recruitment channels: they adopt a tactics of"mainly depends on internal selection, with supplement of external recruitment", e-recruitment is the main form.④With diversified recruitment candidates, no restrictions on gender, age, cultural background and region.⑤Corporate image, good development space, atmosphere of respect, excellent compensation are all used to attract talents.⑥With comprehensive personnel evaluation system: interview is the main personnel selection form, and other evaluation methods are also used.⑦Talents selection standards: ability and overall quality are focused on but not on education and qualification; morality is highlighted; team spirit, creative ability, communication ability and honesty are also attached much attention.Differences in recruitment management between the Fortune 500 and enterprises of our country are the following: there are differences in the recognition of HR value, in the orientation of HRM function and in the recruitment concepts; the attitude towards recruitment planning varies; the scope of using internal recruitment is narrower and the rate of using e-recruitment is lower of the enterprises in our country than that of the Fortune 500 in the recruitment channel; in the talents selection, evaluation methods are simple, traditional, lacking in clarified selection standards and have different preference in talents quality; in the identification of recruitment candidates, they are not that open-minded than the Fortune 500, and have more restriction on gender, age and region.The enlightenment that the enterprises of our country can gain fron the Fortune 500:①Establish a scientific concept of HRM: start from the respect of the employees and candidates; scientifically orient the functions and roles of human resources management; establish scientific concepts of talents and principles of recruitment.②Reconstruct HRM functions; construct a positive and effective human resources development and management mechanism.③Make good human resources planning, develop scientific recruitment program: pay attention to workplace analysis, clear positions qualifications and recruitment needs.④Improve utilization ratio of internal selection and e-recruitment import talent by all means.⑤Improve utilization ratio of structured interviews and psychological test, establish and perfect the system of personnel evaluation.⑥Enhance the awareness of controlling cost, implement recruitment budget evaluation, control recruitment cost. |
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