A Study On The Competency Model For Enterprise Recruiting Specialist

Since the1980s the Competency Model for human resources professionals has beenmade great progress both in theory and practice areas after nearly30years of development.A great number of scholars have established respectively competency models to guide theimprovement of the corporate human resources competency based on position and level ofhuman resources manager. However, in recent years, with the appearance of the variousfunctional modules in the field of human resource management and the refinement of itsresponsibilities, the general competency model is no longer fit for the current developmentin the field of human resources management, which is not conducive to the elevation ofhuman resources professionalsˊcompetency force of various functional modules. Due toits different work content and work responsibilities, the competence of the professionals inthe different functions of the module are apparently different. Take corporate recruiters forexample, the nature of its work need to have a higher communication skills andinterpersonal skills, which differs from the requirements of salary and benefit staff.Therefore, the transformation from general competence model into professionalcompetency model has become a hot issue in theory and practice field both in and outchina.At present, the Chinese enterprise managers come to realize the importance of thequality of recruitment to attract and select the corporate talent. However, due to a late start,corporate recruiters competency level is not satisfactory, resulting of many problems in therecruitment process, such as the old concept of recruitment, the single method ofrecruitment, the recruitment process is not systematic and a strong subjective colors inselection. Besides, lack of competence of recruiters directly restricts the efficiency ofenterprise recruitment.Through looking up the literature, we found the study that build competency model forcorporate recruiters was nearly little. It can clearly be seen that building corporate recruitercompetency model to raise its competence is becoming a badly urgent problems to besolved.This study takes full advantage of the research results of the human resourceprofessionalsˊcompetence model, selects Shandong corporate recruiters as the object of study, builds the competency model of Shandong corporate recruiters with the help of Textstudy and empirical analysis, and validate the model. Then further extends it from ageneral model to a professional one. Firstly, this study, in the literature review section,combs the research results of the Competency Model areas, summarizes and reviews theresearch competence of human resources professionals at home and abroad in recent years,which provides the theoretical basis, research ideas and methods for this study; Secondly,on the basis of the role of corporate recruiters and Job analysis, combined with Spencer’sCompetency Dictionary and Study on the Competency Model for Human ResourceAdministrators in Chinese Companies made by Professor Chen Wan si, Xiamen University,andManagers Competency established by Yan Zheng and Di Shengtao, eventuallydesignsShandong corporate recruiters competent force table(draft);Finally, Finally, amendsand analyses the scale under the hands of empirical research, and constructs Shandongcorporate recruiters competency modelfrom the dimensions of demographic characteristics,recruitment management skills, coordination skills, and personal image, utilizing thereliability and validity testing and factor analysis of SPSS17.0Statistics software. Whenmaking Analysis of variance on Business variables and demographic variables on therelevance of competence, we found:(1) The nature of enterprise, the qualifications of therecruiters and the work experience do not exist a significant difference in the evaluationwhole competence and its dimensions;(2) The number of different HR departments has asignificant difference in the recruitment management skills and coordination ability whileit has not in the overall and other dimensions;(3) As for the gender of Recruiters, there issignificant differences in personality traits and personal image of different genders, butthere is not in the total score and the other two dimension.The findings of this study can be applied to the construction of the corporate humanresources recruitment system. It also provides the basis for the recruitment and selection ofcorporate recruiters. At the same time, it can be regarded as a reference for the training ofrecruiters and its performance appraisal.