Analysis steps of recruitment demand

The existing materials such as job description, organization, team structure and employment mechanism are important sources of job information. Field visits, interviews with employees and analysis of outstanding candidates are effective methods to collect job information.

Step 2: Organize and refine job information.

All work-related information can be integrated into four aspects:

Job responsibilities: What are the main outputs of this position? What is the post's behavior requirement for people? Which of these needs are for people and which are for things?

Characteristics of working environment: Is it required to work under greater pressure? What's the pace of work? What is the position of this position in the company? What is the team atmosphere of the incumbent?

Corporate culture requirements: What values does the company advocate? What is the spirit of the company? What kind of work style does the company need to embody?

Company development needs: what is the company's future business direction? In the foreseeable future, what changes will happen to the requirements of business development for people?

Step 3: Summarize the employment requirements of the position.

Summarize the above information from the three dimensions of "knowledge, skills, experience", "ability" and "motivation/values" to form the post requirements.

Step 4: Select effective recruitment elements.

The above job requirements are an ideal state, but what enterprises need is the most suitable person, not the "perfect" person. In the recruitment process, you don't need to cover everything, you just need to focus on selecting some core elements as inspection points. The measurement standards of inspection points are as follows:

Training cost: the difficulty of training a testing site in a short time. Easy to cultivate, as a secondary criterion for inspection or not; If it is difficult to cultivate, take this as the main inspection point.

Crowd discrimination: the difference and discrimination at a checkpoint in the applicant group. If the degree of discrimination is small, it shall be regarded as a secondary standard or not investigated; As the main point of investigation, the degree of discrimination is large.

Environmental constraints: the degree of influence of environmental factors on the performance of duties on the inspection site. High environmental constraints, as a secondary standard or not to be investigated; If the degree of constraint is low, it will be the main checkpoint.

Measurability: the degree to which inspection points can be measured by existing methods. Can't or difficult to measure, as a secondary standard or not; Easy to measure, as the main checkpoint.