How to conduct recruitment? Ask for answers

Step 1: Identify job openings. This step seems easy, just wait for the employee to submit a resignation letter. In fact, many job vacancies are identified using this method. The main problem with this approach is that it takes a long time for the company to fill the vacancies. Ideally, organizations should try to identify job vacancies before employees announce their resignation. Human resource management should plan out future vacancies in the short and long term. Future vacancies are expected to provide organizations with the necessary time to plan and finalize their recruitment strategies so that they are not tied to a "last week to hire." Human resource planning must answer at least the following questions:

If the company chooses to fill job vacancies, it also needs to deal with two questions: whether to use core personnel or emergency personnel to fill it; if it should use core personnel, from Recruit them internally or externally.

Many companies are beginning to adopt two strategies: core personnel and emergency personnel to fill vacancies. Employees employed under the "traditional" method constitute the core staff, who appear on the organization's payroll and are considered "permanent employees." Although emergency workers work for the company, they are not on the company's payroll. Instead, they are hired by agents and "leased" to the company on a temporary basis for a fixed fee, with the workers' salaries and allowances paid by the agency.

The use of temporary staff is expanding rapidly, as one expert panel noted:

If current trends continue, the typical large company may have a relatively small number of staff in the future. consists of a core of permanent employees, with the remainder of the workforce consisting of individuals hired for specific, temporary tasks.

The benefits of using emergency personnel are threefold: first, unlike core employees, the number of emergency employees can be easily increased or decreased according to changes in business conditions; second, the use of such personnel eases the The company's human resources management has many burdens. Agents perform administrative work related to payroll, insurance management, and allowances. Agents also have to screen and hire workers; the third is cost savings. The cost of emergency workers is lower than the cost of core personnel because the agent pays certain general overhead expenses, such as wages and insurance.

When an organization hires key personnel, it will decide whether to recruit internally or externally, that is, the company must decide whether to use current employees to fill vacant jobs or use job seekers from outside the organization.

Step 4: Notify the target population. Once the applicant pool is targeted, the company must decide how to notify applicants of these open positions. Such as: newspaper advertisements, campus interviews, etc.

During this step of the planning process, companies sometimes must plan to limit the size of their candidate pool by attracting only the most qualified applicants. To avoid spending too much time screening candidates, companies must encourage only the best candidates to apply. The best way to deter unqualified job applicants is to clearly describe job qualifications in your vacancy announcement.

Step 5: Meet the candidate. Finally, provide company and job information to the most qualified candidates. Failure to provide sufficient information will be detrimental to the hiring process.