I want to recruit employees, but I don't know how.

If you want to do a good job in personnel recruitment, the process is the most important. The performance of human resources department comes from the performance of recruiters and the timeliness of human resources. If the process is wrong or not good, there will be many mistakes in the work, which will lead to the failure to recruit suitable personnel or find suitable candidates. Therefore, to do a good job in human resources, we must first have a clear recruitment process, and then continue to improve and perfect according to the actual situation of the work. In this way, there will be clear standards and references in the work, and the recruitment work should be streamlined and institutionalized.

How to recruit employees with pictures

Second, do a good job in daily work management.

Daily management is the main task of doing a good job in human resources, and it is necessary to formulate stylized work contents, such as what needs to be done every day, what needs to be done every month, and what needs to be done after temporary work. These are all normal jobs. Human resources can't just recruit or dismiss, but also do a good job in the management of on-the-job employees, such as daily attendance, employees' birthdays, daily inspection of employees' working status, and employee training. The two basic tasks of process and daily management are to find traces in recruitment and enhance employees' sense of responsibility. To do a good job in recruitment, internal recruiters must have a pair of discerning eyes, which is advocated by management. If you don't care about the work, the employees will do it casually. A well-disciplined army is combat effectiveness.

Third, recruitment.

Recruitment is one of the key tasks of human resources department, and it is also one of the most difficult tasks of human resources. The employees recruited are all good, all brought by their department leaders. The staff is not good, but the recruitment is not good. Therefore, when interviewing new employees, be sure to invite department leaders who need employees to participate. This is a way of sharing responsibility. Protect yourself so that you can work better.

Fourth, the choice of interview location

Interview is actually a job with one detail after another. The choice of interview location has always been a problem that is easily overlooked in the interview. As a candidate, the company is observing employees at the same time, and it is suggested to open an office for special interviews. The position should be serious, spacious and bright. This will give job seekers an impression of a formal big company. Help job seekers put their minds right and work hard.

Verb (abbreviation of verb) site layout

Like site selection, it is an easily overlooked link. Most recruitment companies have no rigid rules about what they use in interviews. In fact, the site layout determines the mentality of job seekers and interviewers. Correct layout, such as three or more interviewers, office desks and chairs, and the distance is about three meters. Job seekers provide chairs instead of tables to enhance the interviewer's sense of responsibility. Artificially create some pressure on job seekers. It is the initial test to test whether job seekers attach importance to this job and their ability to withstand pressure.

Sixth, the interview

Before the interview, the interviewer should prepare the question draft in advance and make clear what he wants to know, which must be related to the demand of the recruitment position. Avoid having nothing to ask during the interview, or asking questions with no purpose. Secondly, we should learn to observe the dynamics of job seekers, that is, whether the details make people feel uncomfortable. In fact, the interview is a formal process of judging people by their appearances. Dress, sitting posture, performance when entering and leaving, eyes when speaking, tone and language when answering questions are all observed. Without knowing each other and job seekers trying to cover up their shortcomings, we can only observe job seekers through details, external image and temperament. Especially for business job seekers, the interviewer's first task is to see if the job seeker has eye contact. If he feels bad at first sight, then in any case, it is best not to use it, because at work, business employees are mainly receiving customers, and customers will not be interested in getting to know them. It all depends on the first impression. If you have a bad impression, it may be really bad. At least it means that job seekers can't build themselves. Even if you can buy and receive customers, your performance will not be much better. If you are a customer, you will find someone who doesn't look very pleasing to the eye if you have a choice.