The main basis for making the recruitment plan is as follows

The main basis for making a recruitment plan is the recruitment strategy and procedures.

Using social networks to find and hire passive candidates is the biggest benefit that enterprises get from social recruitment. In the social network era, recruitment is a two-way communication: companies are looking for suitable candidates, and candidates are also looking for companies. This means that the human resource manager of an enterprise must change the traditional recruitment strategy of "waiting for him" and take the initiative instead.

In the information age, professional social networks pay more attention to real-time interaction with target candidates, and have more advantages than traditional recruitment websites in maintaining the attention of middle and high-level candidates and displaying the employer image of enterprises.

The recruitment method based on social networking sites brings fun to the interaction between job seekers and recruiters. The former attracts "headhunters" by perfecting their professional information and creating their own business cards on social networking sites, while the latter can discuss related topics of vacant positions with some netizens in the circle of social networking sites. Through this interactive way, you can accurately understand the candidates' professional skills, background and other details. On this basis, the interview is obviously efficient.

Recruitment strategy in the initial stage:

The enterprise is a newborn, which has not been recognized by the society and its strength is very weak. The company is small in scale and few in personnel, but extremely flexible and growing. All aspects are immature, the system is basically absent, the corporate culture is not formed, and it is directly managed by the boss. The goal of enterprise development strategy is survival and development.

The development and business expansion of an enterprise mainly depends on the personal ability of the boss. Everyone has a high degree of unity, high efficiency, poor brand awareness and low market share. The main problems are market development and product innovation.

During the start-up period, the high-level team is relatively stable by the entrepreneurial spirit, while the middle-level team is relatively stable. However, due to the imperfect enterprise management system, imperfect security system and low salary, the turnover rate of ordinary employees is usually high.

The demand for foreign talents is not prominent, and the number is small, mainly recruiting general employees, especially salespeople, with little recruitment at the middle level and basically no recruitment at the top.

The requirements for personnel are high, and rich work experience and performance are the key selection criteria, preferably generalists; Especially some young people who agree with the development direction and goals of the enterprise. The means to attract talents mainly rely on good career prospects, challenging work and the personal charm of leaders.

Although the salary is low, but the flexibility is relatively large, it is best to have more room for growth; Stock options can also be used as incentives. Due to insufficient funds and low recruitment cost, enterprises often adopt recruitment channels such as friend introduction, online recruitment and job fairs. The enterprise has not yet formed a professional human resources department, and the selection mainly depends on the boss's personal judgment. The flexibility of employing people is strong, and the phenomenon that one person has multiple posts and different people have fixed posts is obvious, and there is no clear requirement for recruitment time and efficiency.