What are the links in the recruitment process?

Recruiting employees conforms to the director of choose and employ persons,

Allow people to be short,

The pursuit of performance,

For the purpose of encouraging progress;

Facing the society,

Open recruitment,

Based on the principle of comprehensive assessment and merit-based employment, it is carried out from the aspects of knowledge, morality, ability, experience, physique and meeting the post requirements.

Comprehensive review.

Recruitment process:

1

Submit requirements

According to the recruitment needs of each department, the department manager fills in the recruitment application form.

, reported to the competent manager, general manager for approval, pay wages.

Human resources department. Recruitment is organized by the Human Resources Department.

2

material preparation

According to the recruitment requirements, the Human Resources Department prepares the following materials:

(

1

) job advertisements. The recruitment advertisement includes the basic information of the enterprise, the recruitment position, the candidates and the basic information of the candidates.

Type, registration time and place, registration documents, materials and other matters needing attention.

(

2

) company promotional materials. To those who have passed the preliminary examination.

three

Select recruitment channels.

There are three main channels: participating in talent exchange meetings, introducing talent exchange centers, and publishing newspaper advertisements.

four

Fill in the registration form

Candidates bring their resumes and copies of various certificates to the company to fill in the registration form for candidates.

Candidate registration form

The candidate's information is kept by the human resources department.

five

preliminary screening

The Human Resources Department sorts and classifies the candidates' information and submits it to the competent manager regularly. The competent manager makes corresponding according to the data.

Hire personnel to conduct preliminary screening, determine the interview candidates, and fill in the interview notice.

. The competent manager will apply for information and "interview"

Notice to the human resources department, which will inform the interviewer.

six

Initial test

The initial test is generally presided over by the competent manager, who can also entrust others to preside over it.

The human resources department is responsible for the layout of the interview site.

Send the interviewer's information to the host before the interview;

During the interview,

The human resources department is responsible for guiding the candidates.

host

People should fill it out before the interview.

Interviewer evaluation form

Please pay special attention to fill in.

"

Evaluation content

"

Specific projects.

The host should pass

After the interviewer introduced it to the human resources department,

By the human resources department personnel to explain the treatment problem,

Give away company publicity materials.

interview

When it's over,

Master club

Interviewer evaluation form

The candidate's information should be submitted to the human resources department.

Passing the preliminary test doesn't mean

Must be employed by the company.

seven

take a reexamination

Whether the personnel who have passed the preliminary examination need to take the second interview,

Decided by the competent manager.

In general,

Preliminary tests conducted by non-competent managers,

Interviewers who have passed the preliminary examination should take part in the second interview.

In principle, the second interview should be presided over by the competent manager.

It is generally not allowed to entrust others.

take a reexamination

The procedure is the same as the initial test.

In the special period of economic downturn, it is not only difficult to find a good job, but also difficult for organizations to recruit suitable talents. however

Recruitment in the human resources department should not be delayed. The best employers will never forget to upgrade their human resources at any time.

The construction of the source system,

The consultant of Hewitt Consulting Co., Ltd. said,

"Reviewing the recruitment process can improve the performance of future candidates.

Quality,

So as to ultimately save the recruitment cost for enterprises,

People often ask,

We're not hiring anymore,

What else can I do?

In fact,

Any organization,

We must face the fierce competition for talents in this industry.

Recruitment is the first step of enterprise production line.

If you can make this link run smoothly from the beginning, the organization will get better and better.

"

In the case of cost control, the following methods can make the human resources department re-examine the recruitment work and create.

New, make this link better.

1

Re-understand the business of each department

The brain drain of important positions makes it difficult to recruit suitable talents in a short time, sometimes because the human resources department is understaffed.

I don't know much about the business of this department. When people are in urgent need of recruitment, the candidates recommended by the personnel department are often inconsistent with the department.

The manager's needs. Therefore, human resources departments should understand the business of each department like human resources majors. This period can be

Contact each business unit more, and think about the demand for talents from the demand of business development and the demand for talents in different development periods.

Different, which talents are saturated and which talents need to be reserved one year in advance are determined by the human resources department according to the business of the department.

Familiar with and communicate with line managers.

2

Improve the recruitment network

Many organizations still don't need recruitment resources, so it's time to improve this network. Establish contact with previously processed resources.

The department ensures the timely delivery of senior talents. For example, recruitment websites, magazines, other recruitment tools, and these.

Organize discussions on how to improve your senior talent pool, and you can also contact the candidates recommended by everyone. This is to prevent.

No longer caught off guard in the future talent war.

three

Management technology link

Reorganize the resume center that has accumulated a large amount of data, and the personnel in the technical department design a more reasonable recruitment management system to do technology.

Horizontal support is more convenient. Modify the position or job description on the company website. For demanding and difficult to recruit.

Re-plan the recruitment of qualified personnel and design more convenient search opportunities to ensure that qualified job seekers can be accurate.

Apply for the position in time.

four

Face the candidate's doubts calmly.

During the economic downturn, many executives are reluctant to jump ship.

The most important reason is that the reputation of some employers is getting worse and worse.

Rumors within the organization are increasingly concerned and challenged by the business community. Instead of being troubled by this passivity, the human resources department is worse than.

Face it calmly. You must first find out what the applicant cares most about the employer, and then see if your company has it.

These problems have arisen. If the employer has a good reputation, then make good use of this advantage to recruit talents; If the employer's

Your reputation is damaged. It is very important that you explain to the candidate how you deal with these problems. exist

Many times, both sides of the interview are very aware of this, but no one takes the initiative to mention it. Therefore, candidates call through other channels.

Listening deepened his doubts,

So I finally gave up the application for this position.

Therefore,

Be sure to explain all this frankly,

of course，

As a human resources department, in addition to doing a good job of explanation, it is also necessary to effectively solve this problem so that organizations in the downturn can recruit.

Meet outstanding talents and prepare for the future development of the organization.

However, in the special period of economic downturn, it is not only difficult to find a good job, but also difficult for organizations to recruit suitable talents.

However, recruitment in the human resources department should not be delayed. The best employers will never forget the perfect person at any time.

The construction of power resource system,

The consultant of Hewitt Consulting Co., Ltd. said,

"Reviewing the recruitment process can improve future candidates.

People's quality, which ultimately saves the recruitment cost for enterprises, is often asked, what should we do if we don't recruit people now?

So what? In fact, any organization has to face the fierce talent competition in this industry, and recruitment is the first in the production line of enterprises.

This link, if you can make this link run smoothly from the beginning, this organization will get better and better.

"

In the case of cost control, the following methods can make the human resources department re-examine the recruitment work and create.

New, make this link better.

1

Re-understand the business of each department

The brain drain of important positions makes it difficult to recruit suitable talents in a short time, sometimes because the human resources department is understaffed.

I don't know much about the business of this department. When people are in urgent need of recruitment, the candidates recommended by the personnel department are often inconsistent with the department.

The manager's needs. Therefore, human resources departments should understand the business of each department like human resources majors. This period can be

Contact each business unit more, and think about the demand for talents from the demand of business development and the demand for talents in different development periods.

Different, which talents are saturated and which talents need to be reserved one year in advance are determined by the human resources department according to the business of the department.

Familiar with and communicate with line managers.

2

Improve the recruitment network

Many organizations still don't need recruitment resources, so it's time to improve this network. Establish contact with previously processed resources.

The department ensures the timely delivery of senior talents. For example, recruitment websites, magazines, other recruitment tools, and these.

Organize discussions on how to improve your senior talent pool, and you can also contact the candidates recommended by everyone. This is to prevent.

No longer caught off guard in the future talent war.