The Optimization Research On Indirect Labor Recruitment Of A Company

With the continuous development of scientific technology and the dominant position of the manufacturing industry in national economy is gradually highlighted,the United States proposed the industrial Internet,Germany proposed "Industry 4.0",however,China proposed the strategy of "made in China 2025" based on its own industrial development and specific national conditions.The shortage of talents,especially the professional technical and management talents,restricts the further development of Chinese manufacturing enterprises.How to meet the needs of enterprise development for talents through recruitment is an important issue for enterprise human resource management.Company A is a wholly-owned subsidiary of J group based in Chengdu.According to the classification of employees by the group headquarters,professional technical and management personnel who are not directly engaged in specific production activities are divided into indirect labor,which are recruited by the Division Talent Acquisition department.This paper will take the indirect labor recruitment management of company A as the research object.Since the establishment of company A six years ago,the Division Talent Acquisition has completed the construction of recruitment system at group level through the improvement of recruitment policy,the expansion of organizational role and the upgrading of recruitment information system.However,there are problems in practice like qualified candidates cannot be selected quickly,and the head of the employment department is not satisfied enough.According to the historical data of indirect labor recruitment of company A and the interview with the recruitment directors of the employing departments and the manager of the Division Talent Acquisition,this paper diagnoses these problems in the recruitment practice and puts forward optimization measures.In the recruitment preparation stage,recruitment planning and personnel reserve for key and difficult positions shall be carried out in advance.Division Talent Acquisition department and hiring departments shall establish a recruitment team to jointly complete job analysis and formulate an executable recruitment plan.In the recruitment implementation stage,reduce internal recruitment restrictions,improve the utilization of existing internal and external recruitment channels,and develop targeted external recruitment channels.In the selection process,add the written test before interview,and the structured interview questions are designed based on the post competency to conduct behavioral and situational interview,and the vocational preference and personality test are added.In the recruitment process,the principle of salary determination shall be made clearly to avoid excessive salary difference.Additionally,on-site induction training for new employees helps them adapt to the job better.In the recruitment evaluation stage,it is necessary to optimize the evaluation system,reset the performance evaluation indicators of recruiters,and sort out the form and scope of satisfaction survey.Finally,the implementation of recruitment optimization measures needs to be guaranteed from three aspects: human resources,recruitment policy,and information technical management.It is expected to help company A solve problems in the practice of indirect labor recruitment to meet the needs of rapidly development of enterprises for talents,and provide adequate human resources guarantee through these optimization measures.