It is too troublesome to communicate with the employing department when recruiting. Is there any good way?

When the hiring manager puts forward the recruitment demand, we should fully communicate the recruitment demand. In addition, the service content, delivery quality and time node should be clearly defined. For example, the interviewer must feedback the results within 1 day after the interview. ...

Second, continuous communication.

In order to keep excellent candidates in our recruitment channels, we need to establish recruitment strategies and keep open and timely communication with the recruitment manager.

1

Grasp the rhythm of communication

When and how often can the employing department participate in the recruitment work; Which communication method are they more accustomed to: email, OA, WeChat /QQ or telephone? ..... Know this and communicate with them regularly so that they can't ignore us.

2

Timely feedback

We should regularly report the progress of recruitment to the manager of the employing department to realize information sharing. And fully understand our efforts to improve recruitment efficiency. Such as: resume screening amount, resume push time, reply time of employing department, interview time, etc.

three

Designate ... to do things for oneself.

The manager of the employing department really has no time to participate in the recruitment process. We can also ask him to appoint an agent to ensure the smooth and effective promotion of the recruitment process.

In short, the establishment of continuous communication and feedback mechanism is the basis of successful recruitment. Usually, the manager of the employing department knows best what kind of person he needs and is willing to give his own opinions. Continuous communication helps both sides keep pace and avoid wasting time because of misunderstanding.