Help: the first half of the recruitment work summary (manufacturing household appliances industry), give a model essay, thank you very much! Urgent ~ ~ ~ ~

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Large-scale comprehensive supermarkets are labor-intensive enterprises with high employee turnover rate. Because of the staffing after the establishment of the regional company and the supplement of the employees of Shapingba Store, Jiangbei Store took over the recruitment of new employees after the upgrade, and the recruitment task was particularly heavy. The rapid development of retail industry in Chongqing, coupled with the off-season of talent market before the Spring Festival, virtually increased the difficulty of recruitment. However, with the joint efforts of various departments, the Human Resources Department made corresponding adjustments in time according to different situations, and went all out to recruit regional companies from 65,438+065,438+0 in 20041October to 65,438+0 in 20051October 28. The specific work is summarized as follows:

First, straighten out the work ideas and clarify the recruitment objectives.

1. Pay attention to the quality and education of managers and gradually realize the localization of cadres. The rapid development of large general supermarkets in Chongqing in recent years has caused a shortage of local retail talents. Most of the company's cadres are stationed in local support from other places. Working outside for a long time not only affects the life of expatriate cadres, but also increases the human expenditure cost of the company. Therefore, recruit some people with high comprehensive quality, strong learning ability and strong service consciousness, and start from the grassroots in the corresponding management positions. Under the training of "spreading", "helping" and "taking", expatriate cadres can quickly master the company's business philosophy, corporate culture and business skills, accumulate relevant work experience, have corresponding post standards, and take corresponding leadership positions, thus gradually implementing the localization of cadres, so that expatriate cadres can continue with confidence. For example, administrative positions such as purchasing assistants should adhere to two basic requirements. First, they should have a bachelor's degree or above, and second, the employees should be under 30 years old, mainly to ensure that the hired people have good potential and development space in knowledge structure, thinking mode and learning ability, which can be cultivated as a cadre echelon reserve, so as to gradually expand the company's cadre team, enhance the core competitiveness of enterprises and ensure the smooth realization of the group's goals.

2. Pay attention to the experience and skills of professionals and promote the specialization of operation departments. The supermarket owned by the company has a large operating area, many types of operations, a finer division of labor and a higher degree of specialization. Therefore, when recruiting professionals, we emphasize both practical work experience and superb business skills to achieve professional management. For example, the lean meat division, red case, white case and other technicians in the fresh food department decide whether to hire or not by observing the actual operation level through trial work, so as to ensure that they can be used immediately. Another example is the cashier group in the customer service department, which emphasizes the cashier's working experience in the comprehensive supermarket to ensure the accuracy and rapidity of counting money and fundamentally alleviate the phenomenon of customers queuing for shopping; The reception team puts forward that those who have hotel working experience or hotel management experience are preferred, and requires that customers be treated with professional and standardized service consciousness and norms, and gradually upgrade from emotional service to standardized service level, and then advocate personalized service on the basis of standardization to meet and exceed customers' expectations and cultivate customers' loyalty and dependence.

3. Cultivate and reserve key personnel to ensure the smooth opening of new stores. After foreign retail giants entered China, the competition in the retail industry became more intense. In order to survive and develop, the company must take the road of scale. Large-scale development indicates that the new store will gradually open, especially in the second half of the year, and human resources are the key. Therefore, special attention is paid to the reserve and training of key personnel in the recruitment work. For those who have no supermarket work experience but have training potential and development space, communicate with them patiently during the interview process, guide and help them to think about whether their career design is consistent with the company's long-term development goals, so as to strengthen the confidence and determination of job seekers to join the company and develop together with the company. Skilled talents in retail, supermarkets, department stores or management are directly assigned to corresponding posts according to their abilities and levels, so as to retain talents and facilitate flexible use. It is also one of the main goals of the current recruitment work to reserve suitable talents for Shapingba Store and Jiangbei Store, and to train a group of managers and business backbone personnel for the smooth opening of Jie Fangbei Store.

Second, expand recruitment channels and improve recruitment efficiency.

Recruitment should be predictable and planned. Recruitment channels such as talent market, related schools, websites, media, community neighborhood offices, labor and employment departments, and veterans organizations should be kept open at any time, and the concept of "big" human resource pool should be established to reach the realm where all kinds of talents can be used by us anytime and anywhere, improve recruitment efficiency and make emergency preparations.

1, a job fair is suitable for recruiting grass-roots employees, and the appearance frequency should be increased. Large-scale comprehensive supermarkets exist in the circulation field in the form of hypermarkets, and the entry threshold is low, especially for recruiting salespersons, security guards, cashiers, technicians and other grassroots employees. The on-site job fair in the talent market is the most direct and effective way and the most important channel. Among them, 65438+February * * * participated in 17 job fair, collected more than 700 information about job seekers, and hired more than 100 people through interviews.

2. Online recruitment is suitable for the recruitment of management positions, and it is necessary to increase publicity. With the development of information technology, all kinds of talent networks have gradually become the main channel for highly educated and high-ranking talents to apply for jobs. So we chose to cooperate with the more successful British talent network in Chongqing to strengthen online recruitment and publicity. From February 2, 65438 to October 28, 65438/kloc-0, our job advertisement has been viewed 2 times1816 times, and 284 electronic resumes have been received. 65438+February 10 Shapingba Store urgently needed an announcer, and it took only a few hours to recruit a suitable person within the time limit through the Internet.

3. Newspaper published the recruitment revelation, and completed the recruitment task of Jiangbei Store on time. From February 25th, 65438 to February 25th, 3 1 2008, Chongqing Talent Information Daily published the recruitment posts and post standards needed for the takeover and upgrading of Jiangbei Store in the form of two columns, which attracted the majority of job seekers with "strong financial strength, considerable development space and perfect welfare guarantee" and achieved good results. The recruitment of employees in Jiangbei Store was completed in time under tight time and heavy tasks.

4. Contact counterpart professional schools to establish mutually beneficial long-term cooperative relations. Schools have the obligation to train students and recommend employment. Due to the development needs, the company gradually expands its workforce, and maintaining a long-term cooperative relationship with the school is one of the long-term goals of recruitment. When the scale of the company expands to a certain extent, it can also adopt the cooperative mode of running schools or classes jointly. At the end of February, the customer service department, security department, department store and food department of Jiangbei Store urgently needed to recruit a large number of personnel. When the talent market closed, they got in touch with Shapingba Lixin Accounting School, Wulidian Vocational Middle School and Zhongliangshan Security Training Center in time, and established a good cooperative relationship in a short time. They recruited 365438+ by organizing a recruitment seminar in the school to mobilize students.

5. Make use of the store's ability to collect customers and widely publish recruitment information. Post recruitment tips at the main entrance, passage and employee passage of Shapingba Store and Jiangbei Store, and widely disseminate recruitment information through customers and internal employees. At the same time, on the day when the newspaper officially reported the closure of Norma, the inspiration of the company's proposed recruitment position was posted around its Nanping store and Huangnibang store. This has achieved remarkable results and more than 20 people have been recruited through this channel.

6. Contact the nearest college students for work-study programs in case of urgent need during the peak sales period. Before the Spring Festival, it is the peak period of store sales. In order to increase manpower and alleviate the problems of shelf replenishment and customers queuing for shopping, we contacted the work-study groups in nearby universities in time, and recruited 50 part-time hourly workers in a short time by publishing recruitment information on the campus of colleges and universities, and collected information and contact information of many students with part-time intentions, which not only successfully completed this recruitment task, but also laid the foundation for the next recruitment of part-time hourly workers.

7. Seek multi-party cooperation for corresponding social organizations. For different levels and types of jobs, we contacted the corresponding social organizations in time to seek multi-party cooperation and establish a broader pool of human resources. For example, recruiting temporary workers, mainly laid-off workers, and contacting local labor and employment departments, community street offices and other organizations; The recruitment of security guards is mainly veterans, so I got in touch with the person in charge of the retirement of soldiers in 13 Army. In short, establishing various contacts and seeking multi-party cooperation can not only solve the social employment problem, but also meet the company's employment needs in a targeted manner. This job is also one of the long-term goals of recruitment.

Third, change the traditional concept of recruitment and establish the idea of "serving job seekers".

Comprehensive supermarket is a retail format with residents as its final customers. Every job seeker, whether he can become a member of the company or not, may try to make himself and his relatives and friends become loyal customers of the company through hard work. Therefore, it is necessary to establish the concept of "serving job seekers" at work, infect candidates through meticulous work and intimate service, so that every candidate can be fully respected, thus accepting, recognizing and even moving the company's business philosophy and corporate culture.

1, carefully handle every job resume. Every job resume received, whether it is an email, a letter or a registration form transferred by the front desk or the security guard on duty, will be sorted and registered at the first time. After the information is screened and the initial test time is agreed with the employing department, the applicant will be informed as soon as possible to make corresponding preparations.

2. Warmly receive every job seeker. Due to various objective reasons, most candidates have the possibility of waiting for a long time in the interview waiting area. Therefore, it is necessary to show up as soon as possible when the candidates arrive at the waiting area, and inform them of the specific matters and time of the interview, introduce the mutual understanding and communication between the candidates in the same position, and alleviate the loneliness and tension in the waiting process. At the same time, explain and take care of applicants who have been waiting for a long time, such as arranging seats and providing tea.

3. Cherish the opportunity of every interview. Every initial or second interview is not only an opportunity to learn and communicate, but also an opportunity to enhance the company's image without any conflict. You can introduce the company's strong financial strength, huge development space, pleasant working environment and perfect welfare guarantee to the candidates in detail, so as to strengthen the job hunting belief and clarify the goals and development direction in the work. Even if the candidate is not suitable for the position he is applying for, he can provide more pertinent suggestions for his future career design through communication, so that every candidate is subconsciously influenced by the company's corporate culture.

Fourth, summarize the shortcomings and avoid recruitment risks.

1, standardize the interview process in one step and define the interview tasks of the employing department. Recently, due to the lack of pre-holiday talent market and fierce competition in the comprehensive supermarket industry, it is not convenient to arrange interviews centrally and uniformly. Therefore, the interview process is random, and the managers of the employing departments such as the security department and the fresh food department are often suddenly notified to interview, which affects the normal work of the employing departments. In the future, we should strengthen planning and foresight in our work to prevent this kind of phenomenon from happening again. At the same time, it should be clear that the employing department is responsible for the assessment of their theoretical knowledge and professional skills, and the human resources department is responsible for the review of their certificates and comprehensive quality and the assessment of recruitment risks, so as to prevent the occurrence of incompetence after employment due to poor convergence.

2. The interview preparation needs to be improved, and the written test procedure should be increased in due course. At present, the interview method is mainly face to face, but due to various factors, the interviewer may not be able to fully understand the candidates. Therefore, written test procedures can be added to some positions, and corresponding question banks can be gradually established according to different positions, so as to fully understand the theoretical knowledge and analytical judgment ability of candidates.

3. Strengthen the on-the-job training of employees, and quickly stabilize the workforce. Most employees will feel uncomfortable with the new working environment and unfamiliar interpersonal relationships to varying degrees after joining the company. Training helps them learn and strengthen their work skills, fully understand the company, get familiar with the environment, eliminate anxiety and anxiety, and make them smoothly integrate into the work in a short time. However, it is far from enough to rely solely on lectures for training. The words and deeds of leading cadres and old employees will play a vital role in the work attitude and business skills of new employees. Therefore, managers at all levels should pay attention to their words and deeds in their daily work and life, set an example, and strive to quickly stabilize new employees through their influence.

4. Strengthen the concept of "cadres serve employees" and retain outstanding employees with humanized management. Ji Dong's thought of "cadres serving employees" is undoubtedly the best interpretation of "people-oriented". Cadres at all levels should strengthen their awareness of "service" and downplay their awareness of "obedience" in management. Don't be too simple and extensive in working methods, put yourself in employees' shoes, solve practical problems for employees as much as possible, create a pleasant working environment for employees, and produce satisfactory services through employee satisfaction, so as to make customers satisfied and produce satisfactory benefits. For example, in a timely manner, stores adopt the principle of "proximity" to mobilize internal employees and reduce employee travel; Exempt employees from work clothes deposit in time, gradually improve social insurance, improve employee welfare and so on. Only in this way can we retain outstanding employees through humanized management, prevent brain drain and gradually enhance the core competitiveness of enterprises.

5. Dare to resist the pressure of all parties and carefully establish a fair, just and open employment mechanism. The development of the company needs a large number of talents. The Human Resources Department encourages and thanks the internal staff to recommend talents, but it will never violate the company's regulations or lower the employment standards because of "relationship" or "face". The company has clear regulations on employees' professional ethics. On-the-job employees are not allowed to work in the same department with their spouses or relatives at the same time and form a direct superior-subordinate relationship. They are not allowed to work in relevant departments or positions closely related to business safety. In the recruitment process, the human resources department should not only pay attention to careful examination, but also kindly remind the employing department not to bring many hidden dangers to the future management work while giving "face" to subordinates. At the same time, we should also strictly interview the job seekers recommended by the corresponding units and never lower the company's employment standards. We should dare to resist the pressure from all sides, set up an excellent team that can recruit good fighters around the company's long-term development goals, and avoid the situation that "doing well is not as good as mixing well" caused by too many "related households".

With the support and cooperation of various employing departments, the strong cooperation of social organizations and the joint efforts of human resources departments, although the current recruitment task has been basically completed, the recruitment task before the Spring Festival is still very heavy, especially with the continuous development and growth of group companies, there is still a long way to go to reserve, increase and supplement the company personnel in Chongqing. In this regard, we should continue to uphold the spirit of unity and cooperation, constantly sum up and learn from our work, further improve the quality and efficiency of our work, and complete more important tasks in the future with full work enthusiasm and rigorous work attitude.