Competency Model In Real Estate Class Company Human Resources Recruitment

Human resources is the core resources of the enterprises, competition between enterprises is the talent competition in the final analysis, this view deeply rooted our people. Recruitment as the most direct way to get talent, human resources management occupies its important strategic position, effective implementation of the recruitment is not only the premise of the Human Resource Management System, but also the entire enterprise sustainability important guarantee. The recruitment function as a target service for corporate strategy, and its foothold through a series of specific action plans to ensure hires personnel in line with the development of the company’s strategy, in order to achieve this goal, we need to re-recognize, think about the concept of recruitment methods.Demand for the real estate industry as a talent highly intensive industrial clusters, the traditional theory recruitment and selection methods are not suitable for the development of the industry, in urgent need of a set of effective recruitment theories and methods to support the rapid expansion of the process of the outstanding real estate companies much-needed talentneeds.This paper first reviews the theory of traditional recruitment recruitment guidance and why a person who has personal ability to recruit employees but not a high-performance potential employees. Competency theory is further proposed to the enterprise solve this problem provides ideas and competency-based recruitment system is an effective way of corporate recruitment.Second, this paper expound competency, competency model, competency model theories, compare the difference between the recruitment methods with traditional recruitment methods based on competency model and pointed out the advantages of competency-based model of recruitment.Third, in-depth analysis of a good company must have development strategy. Through a real estate class companies target job classification, combing job responsibilities, the implementation of the behavioral event interview, data collation, the establishment of a process model and verification model, to set up in accordance with the determined competency model different objects.Fourth, on the basis of the established real estate companies different objects of competency model, design the human resources recruitment system based on competency model, this paper expounds the concrete application of structured interview method in recruitment work, and explains how to use the competent quality recognition model to selection to meet the requirements of competency to apply for personnel, to ensure the scientific nature and effectiveness of the admissions decisions.Finally, base on the case study of T engineering civil engineer jobs for example to research the real estate company competency model in the human resources recruitment. Also an indication of the the inadequate existing competency model study of the real estate company as well as an indication of future research directions.