How to make a scientific employment decision, how to make a scientific employment decision.

First of all, there must be a clear employment demand. If you don't know what kind of personnel to recruit, such recruitment will not achieve good results. If you want to recruit the talents needed by the enterprise, you must first do a good job analysis, and on this basis, make clear the qualifications and responsibilities of the personnel who need the job, as well as the specific demand quantity of the personnel, which will greatly promote the smooth recruitment.

Secondly, there must be a comprehensive recruitment plan. In the case of clear employment demand, it is necessary to choose specific recruitment channels, whether it is on-site recruitment or online recruitment, campus recruitment or social recruitment, which should be determined according to specific recruitment positions. In order to ensure the recruitment effect, it is necessary to make a recruitment plan and recruitment process in advance and make clear the details of the whole recruitment work.

Third, there must be standardized recruitment notices. Recruitment is actually the first mirror of an enterprise, and the most intuitive performance of this mirror is the recruitment notice. Therefore, it is very important to show the applicant the initial image of standardized management of enterprises. In addition, a good job advertisement can grasp the key needs of candidates and attract more people to apply.

Fourth, we should be able to effectively screen resumes. Resume screening is very important for recruiting suitable people. On the one hand, effective resume screening saves the whole recruitment time and improves the efficiency of recruitment. On the other hand, effective resume screening increases the accuracy of recruitment. Therefore, it is necessary to formulate a reasonable resume screening process and train recruiters in screening skills.

Finally, scientific interview process and background investigation. Interviews can't be judged by experience alone. If necessary, appropriate interview methods and evaluation tools should be selected according to the actual situation of the post. At present, structured interviews, leaderless group interviews and some personality psychological assessment tools are popular. The combination of personal experience and scientific methods will promote the interview to achieve better results.

After the interview, in order to ensure the recruitment effect and avoid employment risks, it is necessary to verify the actual situation of some key position candidates through background investigation. In fact, background checks can also be conducted before the interview, but more often after the interview is passed.