Formulate recruitment strategy

Combined with my years of experience in enterprise human resource management and human resource consulting, I think that in order to ensure the scientificity and standardization of recruitment and improve the recruitment effect, recruitment activities should generally be carried out in accordance with the following steps. The first step is the preparation before recruitment: human resource planning and job analysis. Before recruitment, enterprises need to do two important basic tasks, namely, human resource planning and job analysis. Enterprise human resource planning is to analyze and predict the demand and supply of enterprise human resources by using scientific methods, and judge whether the human resources of various positions in the enterprise will reach a comprehensive balance in the future, that is, the balance of quantity, structure and level. Determination of the second step of recruitment strategy: In order to recruit, enterprises generally need to consider the following questions: The answers to these questions are actually recruitment strategies. According to the recruitment strategy and the results of human resource planning and job analysis, we can make a detailed recruitment plan. Recruitment strategies include defining the target talents, excavating and upgrading the core advantages of attracting talents, and selecting recruitment channels and methods. Only the correct recruitment strategy can ensure the pertinence and accuracy of our recruitment work. The third step is the recruitment channel. When publishing recruitment information, enterprises need to design recruitment advertisements that can attract the attention and interest of the audience, arouse the desire of job seekers to apply for jobs, and make people act immediately after reading them, that is, the four principles of attention-interest-desire-action. When writing a job advertisement, you also need to ensure that the content of the job advertisement is objective and true, in line with national and local laws, regulations and policies, concise and clear, and highlight the job title, qualifications and contact information. Talent recruitment fair is a traditional recruitment method. If you decide to attend the job fair, you must be fully prepared. It is particularly important to prepare an attractive booth at the job fair. How to make your company stand out in the competition of job fairs, in a sense, is no less than the business competition with other companies. At this time, the company image established to the public is direct and profound. Prepare materials for the meeting, such as publicity materials and registration forms. Prepare relevant equipment, such as computers, projectors, televisions, video players, video recorders, cameras and other equipment that may be needed on site, which should be prepared in advance. Recruiters should wear formal clothes at job fairs, and their clothes should be neat and generous. At the job fair, recruiters should come in as soon as possible, arrange everything and welcome job seekers. Always keep a good mental outlook, not to mention whispering in the booth. Recruiters should also be prepared, which includes knowing all the questions that job seekers may ask and knowing them like the back of their hands. Don't comment on job seekers after they leave-on the one hand, you don't respect job seekers enough, on the other hand, you may discourage other job seekers. After the job fair, you must sort out the collected resumes as quickly as possible and get in touch with the candidates by phone or email. At present, there are still many irregularities in the headhunting market in China, so we must pay attention to some problems. When choosing a headhunting company, we must examine its qualifications. When cooperating with headhunting companies, we must agree on the responsibilities and obligations of both parties at the beginning, and reach an understanding on some controversial issues in advance, such as fees, deadlines, candidate criteria, guarantee period commitments, follow-up responsibilities and so on. Headhunting service is in the ascendant and is generally suitable for senior talent recruitment. The service flow of headhunting company is: accepting entrustment, analyzing position and understanding company background, signing entrustment, hunting and hiring, preliminary examination and comprehensive evaluation, recommendation and re-examination, employment, balance settlement and follow-up service. Online recruitment can make recruitment extremely easy. Job seekers don't have to be exhausted to attend the job fair, and the person in charge of enterprise recruitment can browse the application information with a click of the mouse. Through database, search and other network technologies, online recruitment service providers can manage the huge information of job seekers and job vacancies in enterprises, and can easily add, modify and delete these information, which can realize the information transmission between users in different places, making information inquiry and the matching between job seekers and job vacancies faster and more convenient.

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