What are the techniques for recruiting (unit leaders)?

Let me give you some simple suggestions. Just asking about recruitment skills is relatively one-sided.

When recruiting, there are seven steps that need to be done.

1. Preparation in advance

You need to prepare some relevant information first. If you have a good job description, most of the problems will have been solved. And you must first communicate with the direct supervisor of this position.

The preparations include job description, specific work, job responsibilities and tasks, job ability requirements (communication skills, coordination skills, leadership skills, etc.), and hard job requirements (education, major , experience, gender), required arrival time, salary level of the position, etc.

2. Set recruitment conditions, which need to be discussed with your direct supervisor

Including three aspects. The objective conditions are the age, gender, education, major, etc. you just prepared. Work experience, certificates, each condition must have upper and lower limits set, don’t just say higher is better.

The second is soft ability requirements, including communication skills, coordination, team concept, innovation awareness, learning spirit, etc., and testing tools for various soft abilities must be defined. It may be a leaderless group discussion, a written examination, a team activity, a case simulation, etc. Appropriate tools and qualification standards need to be determined.

The third is the behavioral style requirements for staff and assessment tools. Such as DISC, Minnesota, SCL-90, PF16 and so on. Avoid recruiting employees with mental illness tendencies. They may become ill after joining the company and the company may suffer losses or even go bankrupt.

3. Choose recruitment channels

Consider the distribution situation of applicants and decide the channels for disseminating recruitment news. Generally, you can choose from newspapers, websites, campus recruitment, employee introductions, job fairs, radio, TV, neighborhood committees, talent centers, MSN, QQ, etc., and decide by measuring the publicity effect and cost.

You can also use headhunting companies or labor dispatch, but the cost is higher

When considering recruitment channels, you must also evaluate the talent concentration of the channel, the number of resumes, and the coverage of the channel. cost of use etc.

After selection, contact accounts, contacts, passwords, information, and rights must be saved, and cannot be divided between two people. Responsibilities are difficult to measure, and there may be frame-up problems.

4. Resume screening

After collecting resumes through channels, the Human Resources Department will screen them first. At this time, only focus on the necessary conditions. Those that do not meet the requirements will be eliminated directly. Do not look carefully, otherwise too much time will be wasted. All resumes are basically filled with water, so don’t take them too seriously. It’s also hard to see the problem on the surface. When screening resumes, you must pay attention to the reason for resignation, whether the resignation was clean, etc., so as to avoid labor lawsuits for the company. Also pay attention to the projects the applicant has participated in or the contributions he has made. These should be asked carefully during the interview. Finally, pay attention to whether you have relevant work experience. If so, you can save a lot of training time.

5. Interviews and tests

After selecting qualified resumes, we will notify them one by one and agree on an interview time. Consider the tools you want to use to measure the applicant's ability. You may want the applicants to arrive at the same time, so you have to make arrangements first. For example, a leaderless group discussion should not be too large, no more than 6 people. If you want to conduct a technical test, then all come together and take a one-time written test. But separate the time from the interview, and don't let the candidates wait in the company, wasting each other's time, and making the candidates look down on the company. Professional ability is best evaluated by actual practice, regardless of academic qualifications. Some theoretical knowledge and psychological test questionnaires can also be completed in written tests. Don’t just use one set of technical test papers, as they will be leaked too easily. You should collect some and use them randomly.

After the written test, candidates who passed the written test will be notified for an interview.

Interview questions must be prepared in advance, and the same questions must be asked to each candidate, and the introductory words must be the same to ensure fairness. During the interview, you can use various techniques or mutual squeezing to squeeze out the established moisture. Especially during the gap between two jobs, be sure to ask employees what they have done.

And it’s best to call back to the original company to ask about his work performance during his tenure, which is very important.

In addition to the fixed questions during the interview, you must also observe the applicant's behavior, appearance, courtesy, psychological performance, patience, adaptability, etc. These abilities are more important at work.

When describing the applicant's work experience or project experience, it is required to use the STAR method to describe it. Describe the entire project from four aspects: Situation, Target, Action, and Result

6. Determine candidates

After the interview, consider hiring the most suitable candidate, not the best candidate. Suitable refers to fully meeting the requirements of various conditions. Best means exceeding the requirements of the conditions. People with good qualifications have many choices to apply for, which may lead to dissatisfaction with the job and leave the job after a short period of time. Or his requirements will become higher, causing employment costs to rise. The most suitable person will cherish the opportunity that suits his ability more, and his requirements will be more reasonable. Both parties will be satisfied, which will help retain useful talents.

Applicants who have not passed the interview must be notified one by one to enhance the company's image and not waste the applicant's time. Notifications can be made by phone or email. For candidates who pass the interview, you need to communicate about their future career plans, life goals, etc. Before being hired, the candidates will talk about everything. After being hired, he would not tell the truth about many issues. In addition to the main candidates, one or two selected talents must be retained to avoid repeated waste of time and recruitment costs.

7. Employee onboarding operations

After determining the reporting time, various onboarding procedures must be prepared, including contracts, insurance, work uniforms, on-the-job education, new employee training, and onboarding physical examinations. etc. questions.

In addition, how to help new employees integrate into the company as soon as possible and how to become qualified for their jobs as soon as possible. Whether there is a mentoring system, a communication mechanism for new employees during the probationary period, task arrangements for direct supervisors, requirements standards, assessment mechanisms and communication plans, etc., must be prepared before taking the job. Let employees feel that the company's system is complete.

The most important thing is to prepare a probation period performance appraisal form, detailing the probation period goals, assessment content, project proportions, requirement standards, assessment methods, rewards and punishments, so that employees know what the probation period should be like Performance can effectively quantify employee performance and assess the true performance of employees.

I hope the above points will be helpful to you.