What should we pay attention to when recruiting vacant positions?

To recruit the right candidate, you must understand the personal abilities and experience required for the vacant position. First, refer to the description of the existing work, for example, to see if the work has changed because of the introduction of new technologies. If the job changes, are there different requirements? Ask the employees who have worked in this position to see if there are any new requirements for this position. Are the previous requirements commensurate with the current job? If so, do new employees need to have similar comprehensive abilities? The interviewer needs to know the relationship between the vacant position and the existing position, its position in the whole organization structure, its role in the existing team work department, and who the newcomer reports to and who reports to him. Never forget that there is always room for manoeuvre in the organizational structure of the unit. For example, the application of new technology will enable junior employees to take some responsibilities on their own initiative without specifying what they should do. Discuss the requirements of vacant positions with existing employees in the same position and employees in the same team or department. This can not only re-examine the responsibilities of all jobs, but also have a new understanding of the new job requirements. Interviewer: Interviewers can get important information from existing employees and their teams. Generally speaking, the interviewer should contact the following people: existing employees, subordinates, colleagues and superiors. Tip: whenever there is a vacant position, we should pay attention to examine whether it is necessary to exist. Tip: Verify whether the job requirements have changed. Whenever a new vacancy appears, it is necessary to analyze its role in the whole unit. Take some time to see if you need to make some adjustments to make this position more effective. First of all, it is necessary to clarify whether the goal of the unit has changed. Has the work been adjusted to adapt to this change? Ask other departments about their job expectations and whether these expectations have been met. Imagine the level of knowledge and skills required for this job and see if it is possible to inject new knowledge and skills into the unit through this recruitment. Also consider whether this job requires strong communication skills, such as close contact with customers or other departments? Not all vacant positions need to be filled. In the changing business environment, the demand for a position may be only temporary. Former employees are the best source of information to provide job requirements. The emergence of job vacancies provides an opportunity to redefine job responsibilities. L duties that are not fulfilled now can be added to new jobs. I can let existing employees share the responsibility for vacant positions. Sometimes it is more effective for two people to share the same job than for one person to do it. When a position is vacant, whether it is necessary to recruit people to fill it deserves careful consideration. If part of the responsibilities of this position become redundant due to structural adjustment, you can consider hiring temporary workers. If the job requires different skills, you can share them with several people, or keep an employee who is willing to be a temporary worker. If this job is only needed for a specific period, you can use freelancers or short-term contract workers. For financial reasons, you can try to replace one high-paying employee with two junior employees, or replace two junior employees with one high-paying employee.