What should I do most after years of recruitment?

Recruitment is directly related to the enterprise's choice of talents and whether it can recruit suitable talents. Whether it can meet the requirements of employers is directly related to the long-term development of enterprises, and no enterprise attaches importance to recruitment. It is very important to have the ability to recruit and select suitable talents for enterprises, and enterprises are paying more and more attention to it. As an excellent human resource manager, you should have the ability to recognize and select people, master professional skills and evaluation tools to meet the talent needs of enterprises.

Internal transfer, external recruitment. Appropriate talent selection, the process of talent selection for enterprise development is very important, which is directly related to the employment of business departments and whether the enterprise can operate smoothly. Years of recruitment experience will share with you the following experience in recruitment. I hope it can inspire everyone's recruitment work. As the person in charge of recruitment, you must know the working knowledge. It is necessary to know the company's business operation and work situation, so as to communicate effectively with business departments, understand the needs of business departments, and initially master the professional ability of candidates.

Not only is it not easy to be fooled by candidates, but it can also reflect the professional ability of the interviewer. We must do a good job in analyzing the recruitment demand and determine the actual recruitment demand, so as to lay the foundation for future recruitment. When the recruiter receives the recruitment plan of the employing department, he should first analyze whether there is a vacancy in this position and why. This is because the current employees leave their jobs, transfer to other departments, promotion, retirement, vacation and other reasons. First of all, consider selecting the right person from within to fill the vacancy, otherwise, consider recruiting from outside, or there is no better solution.

After making a recruitment plan, you must know the job description and other information of the position. After determining the real needs of the employing department and making the recruitment plan, we must understand the job description, clarify the qualifications and positions, and also understand the salary, performance appraisal, departmental team situation, company development platform and other information of the position, so as to grasp the position more comprehensively, solve the doubts of the candidates and reflect the professional aspects.