Requirements for training institutions to recruit teachers

Recruitment is a major problem for training institutions, but the inability to recruit teachers and good teachers is also a more serious problem faced by training institutions.

Without teachers, teaching work cannot be carried out, and without teachers, students cannot be retained. When recruiting training schools, don’t wait until there are shortages. Recruit and interview at any time. Only by expanding the number of door-to-door interviews will more talents be recruited, and the chance of recruiting quality teachers will be greater.

So how to conduct effective recruitment and master recruitment methods and techniques? Next I will explain it to you one by one.

▌Recruitment process

Put forward recruitment needs → Analysis of recruitment needs → Selection of recruitment channels → Preliminary screening of resumes → Fill in the recruitment registration form → Preliminary test → Re-examination → Final decision → Salary negotiation and Verification of authenticity of academic qualifications and resume → Submit for approval of proposed employment.

▌Recruitment implementation: Put forward recruitment requirements: The employing department will propose recruitment requirements and provide clear job requirements, job responsibilities, number of recruits, superior-subordinate relationships and other basic recruitment information. Demand analysis: Conducting recruitment demand analysis before talent recruitment can greatly improve recruitment efficiency and reduce recruitment costs.

Needs analysis can be conducted from the following aspects: Analysis of basic job responsibilities and job requirements

If the position to be recruited is a vacancy caused by personnel transfer or resignation, the original personnel must be analyzed Does it meet the job requirements? Why transfer or leave? etc.

If it is a new position, you need to understand the purpose of the new position, reporting relationship between superiors and subordinates, main job responsibilities, competency requirements, salary range, and even further understanding of the employment habits of the demand department. Analysis of team development stage and existing personnel mix

The recruitment needs of entrepreneurial teams and stable development teams should be different. For departments that open up new areas or new businesses, attention should be paid to job seekers’ business development capabilities; for departments with mature businesses, attention should be paid to comprehensive management capabilities.

The match between new recruits and existing team members also needs to be considered. For example, the complementary personalities of team members, the problem of team talent echelon, etc. Analysis of market position talent supply

After the above two aspects of analysis, if there is still no suitable target recruitment group, it is often due to two situations: First, industry competition and talent demand are fierce, and the demand for talent is extremely scarce; The second is a new industry with no similar positions and a lack of mature talents available in the market.

When the above two situations occur, the recruiter needs to feedback the market information to the employing department. It is recommended that the employing department decompose the job responsibilities of the recruitment position or appropriately reduce some requirements, or try to recruit candidates with good comprehensive qualities and potential to be competent. personnel are trained in use.