How to write the recruitment demand

Recruitment is the most basic module in every human resource worker's work. Writing recruitment requirements in the recruitment process can effectively control the recruitment results. Recruitment demand analysis refers to the comprehensive analysis of the types of talents needed by enterprises when recruiting employees. This is a systematic and professional work. So how to write a good recruitment demand? What are the steps of recruitment demand analysis? Let's take a look. How to write the recruitment demand

1, the first point of writing the recruitment demand is to have a key point, that is, the recruitment demand should conform to the development strategy of the enterprise and meet the needs of the enterprise, that is, to focus on describing the importance of the recruitment position and what hard benefits the post personnel can bring to the enterprise in the later period.

2. The writing of recruitment needs must also be measurable, mainly reflected in the fact that the indicators of the hired personnel can be measured by specific interview methods.

3. Recruitment needs must be distinguishable. Some enterprises have similar positions in many departments, but the work content and talents reflected in the enterprises are different, so the job responsibilities must be distinguished in the design of recruitment requirements.

4. The recruitment demand must be observable, which is mainly reflected in the fact that the vacant staffing of each department conforms to the strategic development plan of the enterprise and is within the budget cost of the enterprise.

5. The writing of enterprise recruitment needs must be interrelated, which is mainly reflected in meeting the employment needs of all departments of the enterprise, and at the same time meeting the strategic planning of enterprise human resources, in line with the development strategy of the enterprise.

6. It should be noted that when writing the recruitment requirements, it must be complete, which is mainly reflected in the complete recruitment process, complete recruitment plan and complete expense budget, rather than the staffing work compiled by one post.

Steps of recruitment demand analysis

1, post information collection

The existing materials such as job description, organization, team structure and employment mechanism are important sources of job information. Field visits, interviews with employees and analysis of outstanding candidates are effective methods to collect job information.

2. Organize and refine work information

All work-related information can be integrated into four aspects:

Job responsibilities: What are the main outputs of this position? What is the post's behavior requirement for people? Which of these needs are for people and which are for things?

Characteristics of working environment: Is it required to work under greater pressure? What's the pace of work? What is the position of this position in the company? What is the team atmosphere of the incumbent?

Corporate culture requirements: What values does the company advocate? What is the spirit of the company? What kind of work style does the company need to embody?

Company development needs: what is the company's future business direction? In the foreseeable future, what changes will happen to the requirements of business development for people?

3. Summarize the employment requirements of the post.

Summarize the above information from the five dimensions of "knowledge, skills, experience", "ability" and "motivation/values" to form job requirements.

4. Select a valid recruitment element

The above job requirements are an ideal state, but what enterprises need is the most suitable person, not the "perfect" person. In the recruitment process, you don't need to cover everything, you just need to focus on selecting some core elements as inspection points. The measurement standards of inspection points are as follows:

Training cost: the difficulty of training a testing site in a short time. Easy to cultivate, as a secondary criterion for inspection or not; If it is difficult to cultivate, take this as the main inspection point.

Crowd discrimination: the difference and discrimination at a checkpoint in the applicant group. If the degree of discrimination is small, it shall be regarded as a secondary standard or not investigated; As the main point of investigation, the degree of discrimination is large.

Environmental constraints: the degree of influence of environmental factors on the performance of duties on the inspection site. High environmental constraints, as a secondary standard or not to be investigated; If the degree of constraint is low, it will be the main checkpoint.

Measurability: the degree to which inspection points can be measured by existing methods. Can't or difficult to measure, as a secondary standard or not; Easy to measure, as the main checkpoint.