Research On The Employee Recruitment Evaluation Index System Of DZ Company Based On Competency Model

Recruitment,as a key link in human resource management activities of enterprises,is an important channel for companies to replenish fresh blood and important means of continuously acquiring high-quality talents to enhance their talent reserves and core competitiveness.Traditional recruitment mainly based on the applicant’s appearance,manners,education,work experience,and work skills.It can only obtain the surface characteristics of employees,but ignores the inherent qualities of the employees,and mismatched positions of newly selected employees will cause employees to leave intention and hinder the sustainable development of the company.Therefore,companies need to use the competency model to build an evaluation index system for employee recruitment,examine the hidden qualities of candidates,quantify recruitment assessments and standards,and ensure that recruitment quality conforms to corporate strategies and development plans.This article takes DZ Company as an example,focuses on the introduction of instrumentation talents,and conducts research around "the construction of DZ company employee recruitment indicators based on the competency model".DZ company takes "creating a first-class temperature instrument enterprise" as its goal.Since its establishment more than 20 years ago,DZ company has been working in the field of temperature instrument professionally.DZ Company attaches great importance to human resource management,but it has difficulties in recruiting talents with a large staff turnover rate,which seriously hinders the sustainable development of the company.With the rapid and stable development of the entire instrumentation industry,DZ has set higher requirements for employees.In view of this,based on the competency theory and the construction steps of the competency model,this study constructs an employee recruitment indicator which is suitable for DZ companies.To ensure the smooth implementation of this recruitment evaluation index,this study predicts potential problems in the implementation of this index by DZ companies and proposes improvement measures to help DZ companies’ sustainable development.This research is carried out from five aspects.The first is to explain the current basic situation and current recruitment situation of DZ Company,analyze the existing problems and causes of the company,and summarize and analyze the professional literacy of DZ Company’s future employees.The second is to use behavioral event interview method to summarize the qualities of outstanding performance employees.Third,based on the quality obtained in the previous two steps,the expert group discussion method is used to determine the employee recruitment evaluation index based on the iceberg model.Fourthly,through the analytic hierarchy process,the weight of each indicator is obtained by the discussion of the expert group,so as to obtain the recruitment indicator system.The fifth is to make a pre-judgment of potential problems in the actual implementation process of the recruitment indicator system,and to propose targeted improvements.This study builds a recruitment indicator system which is suitable for DZ employees based on the steps of the competency model.Through systematic research,indicators with initiative and professionalism have been formed,with a view to helping DZ companies examine the hidden qualities of their employees,quantify the evaluation index system of the recruitment process,optimize recruitment management,and promote future development.As a typical instrumentation company,DZ Company has encountered universal recruitment problems.This study builds a DZ company’s employee recruitment indicator system,which aims to optimize its employee recruitment management,and provides other instrumentation companies with similar recruitment problems to solve the problem by using the competency model to build an employee recruitment indicator system to help the company’s talent reserve project construction and sustainable development.