Preparation before recruitment

As long as HR can deeply understand the current situation and future development needs of the enterprise and combine the basic principles of effective recruitment, it can make an analysis of the recruitment needs suitable for the enterprise at this stage, thus ensuring that the recruitment work is targeted and get twice the result with half the effort.

Dimensions of demand analysis

Demand analysis is a comprehensive analysis of the types of talents needed by enterprises when recruiting employees. It mainly includes an in-depth analysis of the employment needs of knowledge, experience, ability, job-hunting motivation, morality and other dimensions through job requirements, working environment, corporate culture and strategic development, as well as an analysis of the training capabilities of the employer departments that put forward the needs, as shown in the following table.

Steps of requirement analysis

Because the situation of each enterprise is different, the steps to be analyzed are different, generally including the following four steps.

1. Collect and confirm the employment demand of each department.

What is the target of recruitment demand analysis? This is a position, specifically a position that needs to be recruited within a certain period of time. Therefore, we must first know which positions the enterprise wants to recruit. Generally, it may be considered to analyze all positions directly, but the human resources department often doesn't have so much time and energy to analyze each position. Secondly, pay attention to the changes of internal and external environment. The previous post or job responsibilities may not adapt to the present situation. A more convenient way is to collect information from the employing department, because the employing department is the owner of the first-hand job information.

2. Organize and refine job information

Through the demand information collected from the employing department, the existing job description, organizational structure, team structure, employment mechanism and other materials, combined with direct observation, interviews with on-the-job personnel, questionnaires and other methods, the effective information of the post is sorted out and refined, mainly including the following four aspects.

Job responsibilities: What are the key objectives of the position? What are the requirements for employees' behavior? Which of these requirements are for employees and which are for work?

② Working environment: What is the working environment of the post? Are you required to work under greater pressure? What's the pace of work? What is the position of this position in the company? How is the team atmosphere?

③ Corporate culture: What are the core values of the enterprise? What kind of spirit does the enterprise advocate? What kind of work style does the company want employees to show?

④ Company development: What is the key business direction of the company in the future, and will it change? In the foreseeable future, what changes will happen to the requirements of employees in the business development of enterprises?

3. Select effective recruitment elements.

By sorting out and refining the recruitment position information, the recruitment demand of enterprises can be formed completely. But this demand is an ideal state, and what enterprises need is not the "perfect" person, but the most suitable person. So we must consider the actual needs of enterprises in advance.

4. Show the results of recruitment demand analysis

After completing the recruitment demand analysis, how to present the recruitment demand completely is also an art for HR, and the complete recruitment demand analysis results generally include basic job information, job responsibility requirements and job performance requirements.

① Basic post information: including post name, position in the team, number of recruits, arrival time, etc.

Job responsibilities: in order to be competent for job responsibilities, the basic qualities such as knowledge, skills and experience required of on-the-job personnel.

③ Job performance requirements: the work objectives, key achievements and key behaviors that employees need to complete in this position.