The Case Study Of CF Company Recruiting Management

Real estate market had been being in golden age for over 10 years,the silver age of real estate market has been there. The simple ’land+capital’ development mode has been abandoned by enterprises and the ’land+resources+talent’ development mode is more popular nowadays. All enterprises have to face the war of getting talents. The real estate industry has been developing for years and has built certain scale of capital accumulation (Annual sales volume is 10-30 billion).Under the background of industry adjustment, all real estate enterprises are desiring to get talents who are suitable and beneficial for the development of enterprises. Obviously cultivating the suitable talents to the front line as soon as possible is the key for the enterprises whose annual sales volume is over 50 billion. However, the enterprises has been suffering recruiting troubles which is the poison for company’s development now,for example,there has been being in shortage of suitable candidates for vacancies, the high performance talents fell unsuitable and can’t be involved in the culture of new company, the unqualified HR recruiter has been lacking the professional knowledge of recruiting.CF is being in the rapid expansion period currently.Company are willing to recruit ’high performance’ and ’high potential’ talents in daily recruitment. But based on more stable development in the future,the campus recruitment has been focused by CF company,too. How to get suitable talents and finish campus recruitment activity in more effective way has been thinking by the high level of HR department in CF company.This article cited three cases as the prototype, revealing the essence of the company’s recruitment management work, in-depth analysis. Study found that CF the selection with the standard is not clear, lack of job analysis in the core positions did not establish competency model. On the basis of the establishment of competency model based, practical operation stage, the interviewer for personal education background, work experience, emotional scene, various factors, in the interview process of core competency model application is biased. Let the employee quality model in the interview process of the application of a mere formality. All kinds of problems have seriously affected the efficiency of the recruitment, and the company’s management and development of the formation of resistance. In this paper, we put forward countermeasures and suggestions. The establishment of a unified standard and the competency model, optimizing the recruitment systems and processes, to the interviewer for training and certification of the importance and practical work; optimization of organization’s structure of human resources four aspects of in-depth study, to solve the problems in the recruitment, improve recruitment efficiency, provide favorable support for the enterprise’s strategic target. This paper will provide a reference for other companies that are interested in pursuing further breakthroughs.The paper cited three cases as the prototype which reveal the essential recruiting problems of CF company.After the in-depth analysis, we found that the fuzziness of filtering standard, no position analysis,no competency model for core positions,the misusing of core competency model by unqualified recruiter have been existing in recruiting process.These problems have seriously affected the efficiency of the recruitment so that the development pace of CF company has been dragged slowly. The paper has offered the advice of improvement.For solving the recruitment problems and supporting strategic objectives of CF company, we will discuss it by 4 aspects as follows (1 Establishing clear and uniform filtering standard and competency model, (2)Optimizing the recruitment system and process, (3)Training and certificating the interviewers, (4)Optimizing the organization structure of HR department. The paper can also provide the reference experience for other companies which are willing to solve their recruiting problems.