Problems And Solutions In The Recruitment Process Of M Company

With the coming of the global knowledge economy, in the rapid development of science and technology today, with special skills of the people more and more attention, so recruitment work introduction business elite, coruscate new force of foundation and core work, corporate personnel main source added. This paper taking M company as the research object, on M company human resources recruitment of the existence of problems to dig through the analysis and Study on the recruitment of human resources management theory, it is concluded that the cause of M company recruitment problems, first of all enterprise human resource planning of the defect, the second is a detailed job analysis and clear job description, three is information asymmetry. Many companies in the recruitment process is to the enterprise recruitment requirements communicated to the candidates, but not with complete the job content, working environment, salary and other tell candidates. In some cases, the human resources of enterprises in order to quickly recruit candidates, or even conceal or exaggerate the real information of the position, to attract candidates. Four is the traditional recruitment channels and patterns have become increasingly difficult to meet the needs of enterprises. Four is the recruitment procedure is not standardized, the interview method is single. Five is thinking bias, cognitive misunderstanding, excessive value "talent", blindly emphasizes the person’s mistake that, "benefits of the competition is the talent competition" always try to the best candidates into the company, the optimal as the enterprise recruitment standards. Resulting in the recruitment of personnel, over emphasis on the candidate’s work background and qualifications. But when these optimal talent to the enterprise, may because capacity can not be fully display or overkill and causes the brain drain. Seven is the enterprise interview operating at runtime, the lack of professional spirit, make people feel the lack of specialization that will make the interviewer has the sense of difference, in the recruitment process do not pay attention to personal image or attitude arrogant, is due to the recruitment of staff on behalf of the comprehensive image of the enterprise, so to the enterprise caused very bad influence. Eight is the lack of background checks on the candidates. M company was refused a higher proportion of offer. According to these conditions, the proposed M company recruitment optimization program. One is according to the enterprise strategy, human resource planning, system plan accordingly, first analysis of the needs of the company. Then, detailed to understand the work object, draw up the detailed steps, in accordance with the precise implementation requirements. Make reasonable recruitment standards, formulate the standard recruitment process, strengthen the candidate’s background investigation, strengthen the assessment of recruitment work to solve the problems in recruitment.This paper uses the method of literature research, historical data analysis and the combination of theory and practice. The research in the theory and practice of combining the practice, exploring the M company recruitment, in addition to the existing theory, also draws on the valuable experience in the same industry, combined with the company’s actual, scientific and systematic research.