Seven steps of a complete recruitment process

1, determine the recruitment requirements.

If you don't know what you need, you can't find what you need. Be sure to clearly and completely describe the job responsibilities and requirements (whether hard skills or soft skills) before recruitment. This description requires you to have in-depth communication with the employing department many times to understand the tasks that the employees in this position may have to undertake/have been performing in actual work. Of course, if this is a newly created position, it will be more difficult.

2. Actively look for talents

In the talent search stage, we need to be a "hunter" rather than a "collector". Most companies' HR just plays the role of "collector", waiting for the right candidates to submit resumes, but obviously, those candidates with super A level will not do that. This is why headhunters can often find talents that ordinary HR can't find, because they will actively locate high-quality talents in those industries and keep in touch with them.

3. Identify the right person.

This requires us to know the difference. Therefore, the difficulty of this stage is that many HR can't master the relevant professional knowledge of the corresponding positions, or have in-depth insights in this field, which is often more difficult than finding high-quality talents.

4. Attract and convince candidates

Once you have identified the right person, you must send them an invitation. At this stage, you need to export your job opportunities in a way that the other party is interested in. If necessary, you will use some packaging skills and your infectious words to persuade them to try this new opportunity. Of course, high-quality candidates will not only examine the position, but also pay great attention to what kind of boss is.

5. Arrange interviews between candidates and employers.

If the invitation is successful, we will enter the departments of applicants and employers, and even interview the boss directly. At this stage, we need to pay attention to two points: First, the whole interview process should not be too long, which may easily lead to candidates losing interest. Second, we should pay attention to whether the candidate still has the opportunity to contact other enterprises, that is to say, we have other potential competitors competing for this talent resource.

6. Offer negotiation

The quotation stage is one of the most delicate stages in the recruitment process. We can't take it for granted that the candidate will accept our proposal. In the negotiation process, the most important thing is to show the foreseeable development opportunities to the candidates and show them the sincerity of the enterprise. No one will hate those who truly recognize themselves. But if the best candidate still refuses to provide it, then what we have to do is to follow up the second and third candidates.

7. Track candidates' entry.

It is difficult to find the best talents in the market and attract them. If we don't try to keep them, all the previous work will be in vain. When we complete the candidate's offer, don't easily think that the recruitment work is over. Because it is possible to give up this position at any time before the applicant comes to work (even in the short term after work). Therefore, before the candidates formally enter the enterprise and settle down, we all need to keep close contact with them and understand their status. The above are the seven basic steps of the enterprise recruitment process. Seeing this, I think everyone can realize that in any link of the recruitment process, it is possible to fail again. To ensure that enterprises have a steady stream of talents to fill, the effective way is to accelerate the recruitment process. Nowadays, the recruitment system is the best way to achieve this goal. As a tool, its purpose is to save more time and energy for HR.