What human resources knowledge can be applied to recruitment?

Human knowledge can be applied to recruitment;

The concept of recruitment

In order to meet the needs of development, enterprises attract people with certain skills, abilities and interests to certain positions in the enterprise through various ways according to human resource planning and job analysis.

Causes of recruitment demand information

1. Organize the natural loss of human resources. If employees leave their jobs or transfer to other departments, employees will retire normally and take short holidays. , there will be job vacancies, there will be recruitment needs.

2. The change of organizational business volume makes the existing personnel unable to meet the needs.

3. The existing allocation of human resources is unreasonable.

Main steps of selecting recruitment channels

(1) Analyze the recruitment needs of the company.

(2) Analyze the characteristics of recruiters.

(3) Determine the appropriate recruitment sources.

(4) Choose a suitable recruitment method.

Basic procedures of personnel recruitment

1, preparation stage. Including: recruitment demand analysis, clear recruitment characteristics and requirements, making recruitment plans and recruitment strategies.

2. Implementation stage. The implementation of recruitment is the core and the most critical part of the whole recruitment activity, which has gone through three steps: recruitment, screening and employment.

3. Evaluation stage. Finding problems in time, analyzing reasons and finding solutions will help to adjust relevant plans in time and provide reference for the next recruitment.

According to the different development stages of enterprise human resource management, it can be divided into:

1, low-level stage: the personnel administration department has 1-2 Commissioner, who is mainly responsible for household registration, archives, insurance and a small number of recruitment.

2. Primary stage: the organizational structure of each business module has been gradually established, and the number of employees in the company is generally 100-200. At this time, the daily work of the human resources department has been taken care of by special personnel, such as recruitment and salary accounting.

3. Intermediate stage: The human resources department has more perfect functions, including recruitment, assessment, salary management, personnel service and staff training.

4. Advanced stage: HR director and HR department manager are set up, with HR supervisor, HR Commissioner and HR assistant, who are responsible for recruitment, assessment, qualification management, salary management, training and corporate culture construction at different levels to fully support the business operation of the enterprise. Human resource management has gradually become an important department supporting the strategic development of the company.