How To Avoid The Risk Of Recruitment Management

　 First, establish and enrich the talent pool of enterprises.

When new employees are hired, they find their own newspapers or networks. recruit In the two categories of candidates who make phone calls after the advertisement, they usually lack talents. The best people often have a job, or even need to find new jobs. Only by taking some time to establish a good relationship with the employment guidance center and professional service organizations in Colleges and universities, and encourage the internal staff to actively participate in professional organizations and activities in the industry, then it is possible to successfully find excellent talents.

In addition, we often browse the talent website and collect some suitable talents resumes in the talent pool of enterprises. It is also helpful to note the recruitment advertisements on some professional websites and publications. The key to these practices is to establish a good talent pool before enterprises need to build it.

　　 Two, internal mining personnel

Providing opportunities for promotion to internal staff can play a very positive role in promoting the existing staff's morale and enhance their self-confidence, so that they can fully realize their talents. This is the best way to recognize employees.

In particular, when HR is opening vacancies, first of all, it can excavate talents from the inside to interview candidates with strong candidates, and employees can understand the needs and goals of the organizations accordingly. In fact, this is also an excellent opportunity for HR to better understand the talents in the enterprises. Sometimes, HR will find a very good balance between the needs of the enterprise and the needs of employees. Once found, it will have a very good impact on the employees inside the enterprise.

　 Three, rational use of enterprise website

Enterprise websites generally depict the vision, mission, goals, values and products of enterprises. What can not be overlooked is that the websites of enterprises are also very easy to attract candidates who have browsed websites, are interested in vacancies and are suitable candidates for corporate culture.

Therefore, enterprises with websites may wish to set up a recruitment page to make clear descriptions of vacant positions, job requirements and qualifications, which will attract many suitable candidates to send resumes. In general, these candidates are very interested in vacancies in enterprises.

　 Four, will welfare As an important competitive advantage

Maintaining the welfare of the enterprise on the industry standard and providing the staff with new benefits in a timely manner is very helpful for retaining the staff's heart. At the same time, it is also necessary to let employees know the value of the benefits they receive and the expenses of the organization in this regard, so that employees understand that the organization is constantly strives to meet their needs.

Attention should be paid to balancing employees' responsibilities and interests in work and life, and to provide opportunities and institutional flexibility as far as possible. At present, employees are increasingly inclined to buffet style welfare programs so that they can better balance their work, life and family. Bonus allocation is also essential for staff performance.

In the increasingly competitive era of talents, the goal of an enterprise is not only to become the best employer, but also to let job seekers know this clearly. This is just like having a good reputation for being a person. Emphasis on employee retention, motivation, responsibility, reward, recognition, system flexibility, balance between employees' work and life and employee involvement is the key factor for an enterprise to become the best employer.

Avoiding the risk of recruitment management is the first step in enterprise human resource management. In the process of selecting and hiring, business personnel need to spend a lot of money, manpower and time. The ultimate goal is to hire suitable talents for enterprises and create greater value for enterprises. Therefore, the risk and prevention of recruitment management should be paid attention to, so as to ensure the smooth implementation of the development strategy.