How to evaluate the whole recruitment process?

(1) Organizational division of labor of recruiters. Clarify the job responsibilities, authority and work arrangement of recruiters.

(2) Recruitment positions, numbers and specific requirements. Job description is also called job description and job description. Explain why the company wants to set up this position, as well as the responsibilities, authority and qualification requirements of the position. These are the foundations to ensure that the company recruits suitable talents. Nowadays, many enterprises don't pay much attention to these, and the recruitment notices are often simple and vague. Sometimes, candidates will be confused about what this position does, what requirements it has and whether it is competent. It often directly affects the recruitment effect.

(3) sources of employment. Internal promotion and external recruitment. External recruitment is divided into: vocational schools, colleges and universities, competitors or other companies, unemployed/laid-off, retired/demobilized soldiers, retirees, self-employed, etc.

(4) Selection of recruitment channels. Employment agency/talent exchange center, advertising recruitment, employee recommendation, self-recommended job seekers, headhunting companies, school recruitment, job fairs, online recruitment. Choose the right recruitment channel. First of all, it is necessary to determine whether it is internal recruitment or external recruitment. The advantage of internal recruitment is that it is conducive to mobilizing everyone's enthusiasm, and the recruiters have high loyalty. External recruitment is conducive to the introduction of new ideas and methods. It depends on the actual situation.

(5) Determine the recruitment tests method. Written test is generally professional knowledge, foreign language, computer knowledge and so on. Interview is the most widely used personnel screening technology.

(6) Calculation of recruitment cost. Per capita recruitment fee = total recruitment fee/number of employees. The total expenses include: personnel expenses (salary, welfare, overtime), business expenses (communication expenses, professional service fees, information service fees, advertising fees, materials fees, postage fees, etc. ) and management costs (renting temporary equipment, office equipment, etc. ).

3. Recruitment channels

For external recruitment, different channels can recruit different talents. Commonly used channels are:

(1) The recruitment of grass-roots employees can generally be selected from local TV and newspapers, recommended by existing employees and recommended by employment agencies. Often these employees need a large number of people and have low quality requirements. The use of these channels has a wide influence and the effect will be better.

(2) For knowledge workers and middle managers. You can choose school recruitment, talent market and online recruitment. At present, job fairs are held regularly in talent markets all over the country, especially some special job fairs, and the effect will be very good. Online recruitment has now become the main recruitment channel for many enterprises. It not only has a wide influence, but also has a very large talent pool.

(3) Senior management personnel and professional and technical personnel needed by the company. You can choose some headhunting companies with good qualifications and good reputation. Headhunters tend to charge more. Generally, it is 30% of the employer's annual salary or three months' basic salary. However, their recruitment is targeted and guaranteed. Each position will provide four or five candidates, which will not only provide detailed resumes of candidates, but also help enterprises to conduct quality evaluation and background investigation on candidates.

4. recruitment tests

(1) written test

Advantages: the reliability and validity of the knowledge, skills and ability test are high; Can be tested on a large scale; Less time consumption and high efficiency; Candidates can play their level normally; Performance evaluation is more objective.

Disadvantages: it is impossible to comprehensively examine the work attitude, moral cultivation, organizational and management skills, oral expression skills and operational skills of the candidates.

(2) Interview

Advantages: intuitive, flexible and in-depth.

Disadvantages: subjective and prone to prejudice.

Interview procedure:

(1) Preparation before interview: preparation of venue, candidates, materials for interview questions and forms;

At the beginning of the interview: greetings and greetings create a harmonious atmosphere;

③ Formal interview: structured interview, unstructured interview and semi-structured interview;

④ Ending the interview: sorting out the interview records, filling in the sharing form and making overall evaluation opinions.

The main contents of the interview survey

⑤ Comprehensive ability: appearance, verbal expression, comprehensive analysis ability, motivation and job matching, interpersonal coordination ability, planning and organization coordination ability, adaptability, self-control, emotional stability, energy and vitality, hobbies.

(3) Psychological and physiological tests

Intelligence test: observation ability, memory ability, imagination ability and thinking ability.

Personality test: The five dimensions of personality are extroversion, adaptability, openness, responsibility and curiosity.

Physical fitness test: muscle tension, muscle strength, muscle endurance, flexibility, balance and coordination.

Cognitive ability test: language comprehension ability, calculation ability and reasoning ability.