Problems And Countermeasures On University Teacher Recruitment

For universities, teacher is the most core resources and the key factor to implement theuniversity personnel training and university development. Building high-quality teachers hasbecome an important task for colleges and universities in the work, but also an inevitablechoice for colleges and universities to deal with the increasingly fierce competition. Amongthem, the teacher recruitment work is an important part of the construction of teachers’ team.The recruitment results will directly affect the realization of higher education qualityimprovement and development goals, and even affect the function and the success or failureof the reform and development of higher education. Therefore, to constantly improve therecruitment work of teachers in Colleges and universities in China, improving the recruitmentsystem, has become the priority among priorities of the university teachers team constructionwork. For universities, the teacher resource is the primary resource, the teacher capital is thefirst capital, teacher resources development is the first motive force, improve the recruitmentof teachers is the first work.The general process of recruitment of university teachers in our country is to develop therecruitment plans, to release recruitment information, to screen candidate resumes, to test andinterview, to lecture, finally to publicity admission information and apply for entry formalities.In many Chinese college teachers recruitment in the form of basic can follow the aboveprocess, but in the actual implementation is not detailed and thorough, avoiding bother Jane;but many school recruitment process because too simplistic and arbitrary and lack ofscientific. So explore the establishment of norms and mature college teacher recruitmentmodel, building systems, efficient recruitment processes such scientific issues, there’s plentyof room for discussion. At present, many problems exist in the recruitment of college teachers.First, the lack of systematic and long-term recruitment of planning, recruitment has led sometemporary, the characteristics of randomness and blindness, with the consequences of hiring alot of uncertainty; Second, the recruitment of "origin theory" and " the relationship of theintroduction " phenomenon is relatively common, making some recruiting lack of scientific orfairness, recruitment has occurred corruption, its recruitment results may not be conducive tothe development of colleges and universities; Third, the scientific assessment andmanagement engagement, service awareness is relatively weak, making the effectiveutilization of human resources is greatly reduced, likely to cause a great waste and loss ofhuman resources of college. The reasons for these problems are manifold. First, the lack of scientific theoretical guidance, working in the blind state; two reasonably effectiverecruitment system is not yet fully established, the more loopholes; Third, the recruitment ofadministrative interference problems can not be contained, independent work greatly reduced;four is not achieved transformation of traditional management thinking, sense of service workis not in place and so on.The human resource management theory has been very mature and has been successfullyused in the enterprise human resources management especially in enterprise recruitment work.Teacher recruitment of universities can learn from some of the theories considered, such ashuman resources planning theory, theory of personnel selection, personnel matching theory.College planning and development strategies based on their development through appropriatetechnical means to their existing human resources, human resource needs and future marketsituation analysis and human resource supply estimates of human resources election raised,matching, recruitment, all aspects of training, adjustment prospective planning, through thenecessary scientific selection and matching means to ensure that colleges and universities inthe necessary time and a specific job to recruit high-quality human resources. These use thebasic theory raised to the height of the overall development strategy of the university,university human resources conducive to performance and overall performance into full play,to have a leading role in the development of colleges and universities to promote science andhuman resources that the selection of teachers, the rational allocation and use, thus for thesurvival and development of colleges and universities from the quantity, structure and qualityprovides an important safeguard in the teacher needs. We should combine the theory andcollege recruitment, specific countermeasures to improve university teacher recruitment. First,universities should make scientific human resources planning in the recruitment stage,actively carry out recruitment analysis work. Universities should develop scientifically set ofhuman resource planning in the school development orientation is consistent with therecruitment threshold, focus on strengthening the introduction of innovative teachers,specifically in terms of recruitment, equitable recruitment efforts to improve the university"inbreeding" phenomenon. Second, universities should be clear and rigorous staff selectionmatch in recruiting mid personnel evaluation using modern methods and techniques toachieve it, to comprehensively examine Germany’s efforts to achieve the best results matchthe personnel, the establishment of peer review mechanism, desalination the role of theexecutive power in the recruitment of teachers in colleges and universities, highlighting therole of Professor judgment in staff selection. Third, colleges and universities should continueto improve in the late recruitment of new teachers training and management systems, and continuously enhance service awareness, and establish a modern human management thinking,people-oriented, to achieve humane management and services.