Because people's quality is one of the key factors for enterprises to achieve organizational strategic goals, effective recruitment can not only find suitable talents for enterprises, but also effectively reserve talents and improve the core competitiveness of enterprises, which is of great significance to human resource management of enterprises. At the same time, external recruitment is also a way of corporate publicity. Therefore, effective recruitment plays a vital role in the internal growth and external publicity of enterprises. So how can enterprises recruit the high-quality talents they need and improve the recruitment efficiency? I think we can start from the following three aspects: 1. Do a good job of preparation before recruitment. The success of recruitment depends largely on the preparation before recruitment. Because the preparation before recruitment is the basis to ensure the direction and quality of recruitment, if enterprises, especially most small and medium-sized enterprises that pursue profit first, simplify or even ignore the preparation before recruitment in order to save recruitment costs and shorten recruitment time, it is easy to fail to achieve the expected goal because of unclear recruitment tasks. 1. 1 Conduct job analysis carefully and formulate detailed job descriptions and job descriptions. Job analysis is a procedure to determine the responsibilities of each position in an organization and the job characteristics of these positions, and to provide a basis for the preparation of job descriptions. A detailed job description and job description can help HR fully understand the skills needed for a position, which is often the key to successful recruitment. On the contrary, unqualified job descriptions and job descriptions can easily make recruiters have no evidence to follow in the recruitment process, resulting in blindness and randomness, thus leading to wrong talent selection, which in turn makes enterprises pay a heavy price: for example, the rising recruitment costs, including advertising expenses (newspapers, television, etc. ), interview expenses, administrative expenses, training expenses, etc. , it will also lead to lost opportunities, low staff morale, damaged company reputation, line managers busy interviewing new people, trade secrets leaking and so on. 1.2 Confirm that different enterprises and different positions have different requirements for candidates' competence. Enterprises need to determine the competency characteristics of required employees according to their own development environment and surrounding competitors. For example, in the initial stage of an enterprise, a large number of experienced people are needed to improve the system and business of the enterprise; In the stage of rapid growth, employees with innovation and change ability are needed to expand market share through continuous innovation. 1.3 communicate with the direct supervisor, and make it clear that the management communication matching between the superior and the subordinate is not only matching the job requirements, but also the management communication matching between the applicant and the direct supervisor is very important. Some candidates are fully qualified for the job requirements, but they don't match the management style of the direct supervisor, and their communication can't be coordinated, so it is often difficult to apply talents. For example, high-level and powerful managers often like to recruit people with strong comprehensive ability according to their work habits. If the comprehensive quality of candidates can't meet their requirements, it is difficult to ensure that candidates and supervisors can live in harmony and work stably in the future; Some managers like meticulous management style, so careless and procrastinating candidates are not happy for them; For example, in order to ensure the stability of their authority, newly promoted managers often prefer to recruit obedient subordinates. If subordinates are more creative and independent, it will threaten the psychological safety of supervisors and is not conducive to the smooth development of work. Of course, the newly promoted managers should be educated in advance, and the quality of the team should not be affected by personal interests. To say the least, the quality of subordinates is not high and their working ability is poor. As a direct leader, responsibility is inevitable. 1.4 Choosing the Right Recruitment ChannelThere are many recruitment channels now, including internal recruitment, acquaintance recommendation, newspaper advertisement, talent market, campus recruitment, intermediary agencies, headhunting service, online recruitment and so on. Each recruitment channel has its own advantages and disadvantages, and it is necessary to choose different recruitment channels according to the difficulty and level of recruitment positions. For example, high-level positions are vacant, and internal promotion will first meet the needs of personnel. On the one hand, internally promoted employees have worked in the company for many years, are very familiar with the company's work process and work culture, and have a short running-in period for new positions and can adapt quickly. At the same time, enterprises can closely observe and understand whether their work ability matches the job requirements. Therefore, promoting internal employees in such positions is more conducive to avoiding risks than hiring new people. On the other hand, the internal promotion of employees can not only meet the needs of employees on the road of career development, but also stimulate their enthusiasm for work, enhance their loyalty to the enterprise, and reduce the risks and losses caused by job-hopping. But also set an example for other employees of the company and played a good incentive role for grassroots employees. For another example, internal recommendation and headhunting service are also common channels for recruiting senior positions. For headhunting service, the head of the human resources department should consider whether the input and output are directly proportional. All enterprises want to produce maximum benefits at the lowest cost. Once HR has applied for the relevant recruitment fees and occupied a certain amount of funds, it is necessary to make the input and output directly proportional and improve the cost performance of the funds. In addition, for grass-roots and assistant positions, many large companies regularly hold some campus network recruitment activities. Online application saves the inconvenience of information inquiry caused by paper resume, speeds up the screening of resume information and improves the work efficiency of HR. Compared with newspaper and magazine advertisements and job fairs, online recruitment activities include information release, resume collection, online evaluation and so on, which has the advantages of wide coverage, strong pertinence, no geographical restrictions, convenient publicity and communication, time saving, low cost and high efficiency. If the amount of information is large, the front-end preliminary screening and telephone interview can be outsourced to outside professional human resources suppliers; Or for some small enterprises, we can also outsource the job of finding candidates, so as to liberate the internal labor force of the company and concentrate more manpower to complete the strategic goal of the company's future development. 1.5 It is a systematic process to make a recruitment plan, set up an interview team and authorize the division of labor, which requires the participation of relevant functional departments such as human resources department and employing department. First of all, we should make a recruitment plan. The person in charge of the recruitment project held a meeting to formulate the recruitment plan. A perfect recruitment plan includes: the list of personnel requirements reported by various departments, the content, time and channel of recruitment information release, recruitment team members, recruitment work plan and schedule, recruitment deadline, expense budget and list of materials needed for recruitment. Secondly, organize the interview team and authorize the division of labor. The interview team members are generally composed of the person in charge of the employing department, the person in charge of the human resources department, the recruiter and the relevant leaders of the company. As a strategic partner of other departments, the human resources department should first fully clarify the job requirements of the recruitment position, help the employing department to find candidates who meet the job requirements, and hand them over to the head of the employing department and the relevant leaders of the company for decision-making. Each interview team member has the right to vote whether to hire or not, and at the end of the recruitment, the applicants are comprehensively evaluated. 2. Organize an effective interview, and after completing the preparatory work before recruitment, conduct recruitment according to the recruitment plan. In recruitment, the most commonly used way is interview, and the success of the interview directly determines the effect of recruitment. 2. 1 Read the applicant's information. It is necessary to read the applicant's information before the telephone interview. Its purpose is to collect effective information in the application materials, including application date, personal situation, age and sex, native place, registered permanent residence, marital and family children's status, education background, highest education/full-time education background, degree and professional qualification, school, work experience, basic information of work unit, industry, position and responsibility, reasons for leaving, foreign language and computer skills, salary and welfare status and expectation, and contact telephone number. It should be noted that most of the information in the resume is true, but people will habitually exaggerate the advantages and cover up the relative defects. American experts estimate that 30% of job resumes have exaggerated problems, such as fabricating previous salary, professional title, skill level and work performance, fabricating academic qualifications, concealing punishment and even criminal records. The interviewer should be aware that the application materials may be packaged, and pay special attention to the following information: academic or career interruption, frequent job hopping but no career progress, performance and reward description, salary change, resume writing style and ability, graduation certificate and other valid qualification certificates related to occupation, etc. Before the formal interview: first, conduct a telephone interview to supplement the detailed or questionable information in the candidate's data, which is conducive to further accurate selection; Understand the current situation and wishes of candidates, select several most suitable candidates, arrange interviews and eliminate other candidates. Telephone interview can let recruiters know more information, save the time needed for face-to-face interview, and make face-to-face interview focus on the applicant's on-site performance and behavior examples, thus ensuring efficiency. 2.2 Time, place and administrative arrangement of the interview Estimate the time required to complete the interview. Arrange your own work and interview time, ensure that the interview is not disturbed, and try to choose a convenient time for the candidates. Arrange the interview time, but also take into account the human physiological cycle. Generally speaking, the coping ability of interviewers and candidates reaches a peak around 1 1 in the morning, a low point around 3 pm and a peak at 5 pm. Therefore, the interview time should be arranged at the physiological peak time as far as possible, avoiding the trough time, so as to improve the interview accuracy. The interview environment should be relatively independent, closed, quiet and comfortable to ensure that the interview process is not disturbed by work, outsiders and telephone calls. , so as to ensure the interview effect; On the other hand, the independent, closed, quiet and comfortable interview environment also reflects the attention and respect for candidates. A relaxed and harmonious interview environment can give full play to the advantages of candidates and improve the effectiveness of the interview. Arrange interview time and schedule with candidates; Arrange subordinates to inform the interview time and place, emergency contact information and matters needing attention, and give timely feedback; At the same time, arrange the reception. 2.3 Choosing the right interview method According to the characteristics of the recruitment position and the corporate culture of each company, the interview method chosen is not the same. For example, most Japanese companies generally use group interviews, that is, multiple interviewers interview at the same time. Toyota, on the other hand, tends to select talents in the form of seminars. Microsoft uses "wheel tactics" to interview candidates, and each candidate has to interview 5-8 people, sometimes reaching 10 interviewers. Each interviewer's interview focus will be different. After the interview, arrange a meeting to comprehensively analyze and evaluate the candidates. Setting personality test scientifically, as an auxiliary tool for recruitment screening, can evaluate the comprehensive quality of candidates, such as ability, values, interpersonal communication and potential, help verify the matching degree between personality and position, provide valuable reference information and help interviewers make more reasonable and correct judgments. 3. behave well after the interview. After the interview, the company has a list of preferred candidates, and the next task is to make a final decision. 3. 1 The process of personnel selection and background investigation should be as fair, just and objective as possible. Selecting talents should conform to the "4R" principle: the right person, the right position, the right time and the right thing. Determine the urgently needed, suitable and excellent required personnel. When selecting excellent and suitable candidates, appropriateness should be the first; When choosing between the present and the future, the development potential of candidates should be given priority. Through the background investigation of employees, we can truly understand and confirm the resume content of candidates, thus providing reference for the recruitment of human resources. At the same time, it can be determined that the hired personnel meet the company's job requirements face to face in terms of skills, integrity and professional ethics, and understand whether the employee's personality matches his current colleagues, and finally achieve the goal of matching people with posts. 3.2 Establish necessary talent reserve information. After the recruitment, the talents who cannot be hired at present due to the restriction of post preparation and enterprise stage development planning, but are likely to be needed in a certain period in the future, should be included in the talent information database as the talent information reserve, and keep in touch with them from time to time. Once there are vacancies or other recruitment needs, interviews can be arranged directly for candidate evaluation. It not only improves the recruitment speed, but also reduces the recruitment cost. Effective human resource management can help enterprises achieve strategic goals, and effective recruitment can optimize the allocation of human resources and improve the core competitiveness of enterprises. Whether the recruitment process is done well or not directly reflects the external image of a company.