What factors should be considered when publishing recruitment demand information? How to collect and sort out recruitment information?

(1) The main factors that should be considered when releasing recruitment demand information are:

(1) The scope of information release. The scope of information release is determined by the scope of the recruitment target. The wider the information is published, the more people will be received, so the greater the possibility of recruiting suitable candidates. Correspondingly, the recruitment cost will also increase.

② Information release time. If possible, the recruitment information should be released to people as soon as possible, which will help shorten the recruitment process and help more people to obtain information and increase the number of applicants.

③ The hierarchy of recruitment targets. The target of recruitment is at a certain level of society, and information should be released to specific personnel according to the requirements and characteristics of the recruitment position.

(2) Collection and arrangement of recruitment information

① The collection of recruitment demand information is mainly to collect all the information about vacant positions from the employing department. Generally, you can learn about the situation from past employees, his (her) superiors and related colleagues. Personnel recruitment information mainly includes:

A. vacant positions. What are the vacant positions in the employing department and how many people are needed? Find out the relevant factors of vacant positions through position analysis.

B. job description. Through job description, you can know the specific description of job information. Including job responsibilities, job content, job requirements, job rights and working conditions.

C. qualifications. Through work norms, it can be clear what conditions people can have to engage in this work, including: qualifications; Work experience; Education background; Physical condition; Required knowledge and skills; Must have received training, etc.

② Classify, record, save, print, submit and approve the recruitment demand information.

A. classification of recruitment information. Recruitment information can be classified according to different needs, including the position and department of the candidate.

B. record and save recruitment information. Establish a personnel recruitment database, and archive and save the collected personnel information, including the personnel demand application form and the summary table of the positions to be recruited by the Human Resources Department.

C. print the recruitment demand information. After reviewing the recruitment information of the employing department, the Human Resources Department will summarize and sort out the recruitment information, print it out in written form and submit it to the superior for approval.

D. submission and approval of personnel recruitment information. Submit the printed recruitment information to the supervisor or department for approval.