从“用工荒”看招聘绩效考察(国外英语资料).docVIP

从“用工荒”看招聘绩效考核(国外英语资料) From the labor shortage to see recruitment performance evaluation source: management network 2010-03-04 11:12:49 text size: [big] [small] I want to comment Recently, the major media scrambling to publish or reprint labor shortage this social news, such as 2010.3.1 has just appeared in an article, but also for labor shortage. If at this time, you are responsible for people as the HR manager or enterprise, you how effective the performance appraisal responsible for the job? Not hire the right person, feel his ability to fire him?? I think we should reflect on their own competitiveness, should consider hiring uncontrollable factors more etc.. That said, using search behavior or digging behavior, recruitment of employees, whether you have to pay 2 times, 3 times, and even N times the salary and welfare to the people? If this small level of things, only to dig or headhunter, people will be dug into your business work? For the labor shortage this kind of peripheral situation, enterprises want to recruit suitable people, the difficulty will certainly increase, so want to quickly add personnel into the factory work, there may be uncontrollable factors in it. In view of this situation, I do the following analysis and discussion (hope HR comrades in arms on this article to express their point of view): 1, the visibility of your business or position in the local industry. This is where the applicant is concerned. In fact, these details reflected in the salary, benefits, training system, enterprise development prospects and so on. If your business in these areas, a bit less, it means that under the same recruitment conditions, your business recruitment talent will be a poor one. 2, your professional recruitment or recruitment level. This seemingly simple and do complex work, job seekers will give a visual impression, you may provide enterprise salary level or enterprise development prospects, make job seekers more optimistic, but some job seekers is to lo