How to improve recruitment ability

There are several ways to improve human resources recruitment ability:

First, improve the overall quality of recruiters.

Before the recruitment of an enterprise, the personnel involved in the recruitment should be trained and instructed in relevant recruitment knowledge so that they can accurately grasp the basic information of the enterprise; When transmitting information to candidates, we should seek truth from facts, neither exaggerating nor belittling the treatment provided by enterprises, so as to ensure that the recruited people really want to come instead of being coaxed by exaggerating the facts; At the same time, the enterprise recruitment team should communicate effectively with the employing department, accurately grasp the recruitment demand, and minimize the gap between the recruiter and the employing department; In the end, be professional, be professional.

Second, determine the scientific recruitment procedures.

A formal enterprise recruitment process should be like this: first, front-line managers determine the recruitment needs of their own departments from the perspective of experts, and then convey the recruitment needs to the human resources department; After receiving the recruitment demand of the enterprise, the human resources department further confirms to the employing department which positions are vacant, what kind of personnel are needed to supplement them, when they are needed, where they can be obtained and how to obtain them. With good communication between the two parties, HR began to plan and implement the recruitment process.

Third, choose reasonable recruitment channels and methods.

In the selection of recruitment methods, many enterprises use a variety of professional evaluation techniques in the recruitment and selection process, in addition to structured interviews, leaderless group discussions and case analysis; There are also official basket tests, simulated work meetings, speeches, role-playing and other methods. But for small and medium-sized private enterprises, it is necessary to choose appropriate methods according to their own strength, such as scenario simulation technology. It is generally used to select middle and senior managers, which is time-consuming and expensive, and generally not suitable for small and medium-sized private enterprises.

Fourth, establish a clear recruitment target.

Before recruitment, it is necessary to guide the employing department to accurately describe the post responsibilities and comprehensive and specific ability and quality requirements, and establish clear recruitment objectives. In the recruitment process, we should also keep smooth communication with the employing department to ensure that we do not deviate from the recruitment needs of enterprises, thus improving the recruitment efficiency and success rate of enterprises.

Verb (abbreviation of verb) establishes scientific selection criteria.

Six, improve the recruitment quality evaluation system

In terms of after-effect evaluation, the enterprise recruitment team should check and evaluate the whole recruitment work after the recruitment, so as to sum up experience and correct deficiencies in time.

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