Work content in the recruitment preparation stage

The work in the recruitment preparation stage includes preparing company profile, job requirements, salary and welfare description, interview, etc.

1, prepare enterprise profile.

It is better to have something similar to corporate brochure, one is standard and the other is beautiful and impressive. If not, make a copy by yourself, including the establishment time, basic situation, performance in the last two years and development prospects of the enterprise.

2. Job requirements and preparation of salary and benefits.

This is the key content, so we should prepare in advance. This is what everyone looking for a job is most concerned about, so it must be detailed. Job requirements include major, education, age, work experience, skills, etc. In the part of salary and welfare, the salary and composition, welfare items and amount should be clearly defined.

3. Preparation for the interview

What is the interview content, what information you need to know, etc. We must make preparations in advance.

4. Other preparatory work

The place and time of the interview; Do you need job seekers to provide some written materials? If so, be prepared in advance.

Recruitment process:

1. Recruitment demand analysis is the first and most critical step in the recruitment process. Enterprises need to forecast and analyze the future human resource demand according to their own development strategy, business needs and market environment. In this process, enterprises need to make clear the requirements of positions, numbers, gender, age, education, work experience and skills, so as to make appropriate recruitment plans.

2. After determining the recruitment demand, enterprises need to choose the appropriate recruitment channels. Common recruitment channels include campus recruitment, recruitment websites, headhunting companies and internal recommendation. Enterprises need to choose the most suitable channel for recruitment according to their own situation and the characteristics of recruitment positions. At the same time, enterprises also need to publish recruitment information through various channels to attract more job seekers to pay attention and submit resumes.

3. After receiving a large number of resumes, enterprises need to screen resumes. Screening criteria can be formulated according to job requirements and enterprise needs, such as education, work experience, skills, etc. In the process of screening, enterprises need to pay attention to the personal qualities and professional qualities of job seekers, such as communication ability, teamwork ability and innovation ability. After screening, the enterprise can conduct a preliminary interview or written test according to the actual situation.

4. After the initial screening, the enterprise needs to arrange an interview. Interview is an important part of evaluating the ability and quality of job seekers, which needs to be taken seriously. Before the interview, enterprises need to prepare interview topics and interview processes to ensure the smooth progress of the interview. At the same time, enterprises also need to train interviewers to ensure that they can accurately evaluate the ability and quality of job seekers. In the interview process, enterprises need to pay attention to job seekers' expressive ability, logical thinking ability and problem-solving ability.