Research On The Problems And Countermeasures Of Sales Recruitment In Y Company

Modern enterprises have clear job responsibilities,detailed division of labor and improved personnel quality requirements.It is more and more difficult to recruit talents who meet the job requirements.On the other hand,the personnel management mode has changed from extensive to refined.Recruitment,as the first step in personnel management activities,faces with the requirements of accurate recruitment and can recruit talents in line with the enterprise strategy quickly and timely.Relying on the rapid development of China’s industry and the advantages of Y company,the company’s new customers continue to increase,and the turnover increases at an annual rate of 25%.The demand for salespeople is increasing day by day.The sales department complains that human resources is not enough to meet the needs of market development.How to recruit salespeople who meet the needs of Y company is a problem that must be solved.Starting from the practical problem that Y company can’t recruit sales engineers,this paper introduces the concepts of recruitment and competency and the relevant theories of the model,details the methods and steps of constructing the competency model,expounds the important position of competency in the recruitment implementation,and describes the overall situation of Y company and the post responsibilities of sales engineers.Through my high-level interview and questionnaire survey of relevant senior personnel,I found out four main problems in the recruitment process: the small number of resumes received and delivered,the recruitment of sales engineers does not meet the strategic needs of the enterprise,the low quality of recruits and the lack of sense of belonging of new employees.Then it analyzes the causes behind it,and comes to the reasons for the lack of recruitment market analysis,the mismatch between post responsibilities and enterprise strategy,the single evaluation method used in the selection process,and the lack of employee induction management and career development planning.Furtherly,it uses the competency model to put forward optimization countermeasures and implementation guarantee plans to ensure the smooth implementation of countermeasures from the four levels of analyzing the recruitment market,preparing job descriptions based on competency,introducing compound selection schemes and providing career planning for new employees.It hopes that the optimization and improvement scheme in this paper can help Y company improve recruitment efficiency,achieve accurate recruitment,help enterprises recruit talents who meet strategic needs,improve personnel employment rate,shorten recruitment time,reduce recruitment cost and provide impetus for the sustainable development of Y company.