Recruitment process and implementation

Recruitment and allocation refers to the company's development needs, according to its own business strategy and talent plan, to find and hire suitable talents, and assign them to the right positions. This is what we usually call "people" job matching” process. So what are the main contents and processes of recruitment and deployment?

1. Understand the current situation of company personnel through talent inventory

The first step in recruitment and deployment is to understand the company's current situation and needs. Through talent inventory, you can understand the current status of the company's talent structure. With talent planning, you know exactly which positions need to be filled.

2. Develop a detailed and clear corporate recruitment plan

Start formulating a corporate recruitment plan based on the needs of the company. The content of the plan should include information such as demand list and analysis, recruitment process, recruitment cycle, channel launch plan, budget details and personnel division.

3. Develop and maintain channels and prepare promotional materials

Open up more recruitment channels and widely disseminate recruitment information. For example, there are several major online recruitment websites, workplace social platforms and large-scale job fairs all over the country, and corresponding promotional materials such as posters, display racks and folding pages are designed for different channels.

4. Collect and screen resumes and arrange the interview process

Collect resumes from all channels in a unified manner and conduct preliminary screening according to job requirements. Screened resumes are invited to arrange further interviews. At this time, internal organization should also coordinate to ensure the smooth progress of the interview process.

5. Track interview feedback, analyze and evaluate results

Follow up each interview situation, obtain appropriate interview feedback from the interviewer, and adjust the recruitment direction in a timely manner. At the same time, the results of the interviews will be evaluated and the willingness to add suitable candidates will be appropriately controlled to prepare for the recruitment stage.

6. Identify candidates and issue employment notices

After all interviews are completed, the list of candidates will be determined. At this time, salary negotiations should be conducted with the applicant. After both parties reach a mutual understanding, the offer will be issued and the entry time will be arranged.

7. Continuously improve recruitment systems, processes and systems

Recruitment and allocation in an enterprise is a back-and-forth process. After each recruitment is completed, review and investigation should be carried out in a timely manner to continuously improve the next recruitment. Similarly, throughout the entire recruitment and deployment process, we need to continuously improve systems and systems so that the quality of recruitment is getting higher and higher. Therefore, everyone should understand that recruitment is not a job, but an important part of the entire human resource management system. In the actual recruitment process, there may be difficulties and problems in any link, so we must treat each project seriously and strictly to make the entire recruitment and configuration work better.