HR recruitment efficiency is low, how can HR improve recruitment efficiency?

HR improves the efficiency of recruitment, and in order to be guided, it is clear that the recruitment demand is oriented as the starting point of the final expected results and goals. What kind of talents does the company need? What qualifications and qualified qualities, etc. ; Recruitment demand is the premise of recruitment activities. If the demand is not clear, it will inevitably lead to inefficient or ineffective recruitment. In operation, HR recruiters need to explain the requirements standards and key elements in detail with department heads, although it is necessary to design reasonable recruitment requirements to review the requirements of various departments and submit them to * * * for approval.

High-grade poster design is a high-quality recruitment poster, which can not only attract candidates, but also attract the image of the company. Good recruitment posters, good content, good design and good distribution channels will bring some positive guidance. So the design of recruitment and promotion must be clear. The principle is: let people know you first, then let people know you, and finally you will choose your (company), so when you recruit publicity and design, your job responsibilities should be clear, detailed, not too embarrassed, not too embarrassed, not too embarrassed, not too embarrassed, not too embarrassed to have the name of this position, not too many or too few inaccurate project requirements; The job responsibilities and quality requirements are too detailed or too general, which makes it impossible for candidates to do it. What should I do? Or there are too many technical terms and industries, which leads cross-industry candidates to see what your recruitment promotion wants to express, and so on.

The positioning is very clear, there is no vacancy in cabbage, and human resources need to be recruited. Human resources need to target and locate employees according to industry, characteristics and job requirements. I know you (the company), so the recruiter needs to make a good job choice and evaluate the previous recruitment channels. According to the company's position, don't have such a problem: busy with stew, "looking for cabbage and watermelon is looking for water in the desert." If so, I can imagine that the effectiveness of recruitment is impossible. Think about inviting HR with temperature to recruit, and less telephone invitations. I hope that in order to do more actions, I can grasp the candidate's point of view and pay attention to the details when operating, so that the mobile phone can be invited to a little temperature.

When inviting an applicant to be qualified or put in, the major is one point, the operation state is one point, the patience is one point (full of enthusiasm, you must be full, your voice should be clear, your words should be clear), and the emotional temperature is slow. ), let the other party feel a little warm and respectful when they hear the invitation, make a good impression on the other party who answers the phone, and invite them to the scene. 6. The interview process should not be too manageable, and the operation process should not be too cumbersome after receiving the invitation from the end of the interview. To reflect the professionalization of the company's human resources, the reception and interview details should be well done, so as not to make people feel inherent, idle and unprofessional. At the same time, the human resources department should contact the person in charge of the employee to avoid the applicant coming to the company for a long time; Or every aspect of the interview process.