How to improve the efficiency of recruitment work

1. Clarify the recruitment purpose and recruitment channels. First, communicate effectively with the department manager to clarify the position and specific requirements for this recruitment. After communication, the HR staff began to formulate relevant recruitment plans. When holding a job fair or interview, the corresponding department manager is required to participate. This will have a better grasp of demand and improve the company's recruitment success rate. Secondly, to choose effective channels, it is necessary to analyze the knowledge level, work habits, hobbies and interests of the personnel to be recruited, so as to select effective recruitment channels so that the company's recruitment information can reach target candidates more widely. Different types of positions are suitable for different recruitment channels. It is necessary to analyze the knowledge level, work habits, hobbies and interests of the personnel to be recruited in order to select effective recruitment channels so that the company's recruitment information can reach target candidates more widely. The job advertisements all seemed to contain just a few dozen words, and many of them even seemed familiar. But in fact, it is important to express the characteristics of the position you are recruiting for in a concise and concise way. Moreover, when recruiting, don’t write long and demanding recruitment requirements just to be complete. No one is perfect. What qualities are most needed for this position, and which qualities can be cultivated at work. Focusing on the big and letting go of the small, solving the most critical problems will help achieve the recruitment goals. For example, for sales, good language expression skills are essential, but for R&D personnel, the same requirements are not required. 2. Promote the employing department to participate in the entire recruitment process. In terms of post-recruitment effect evaluation, the recruitment team should inspect and evaluate the entire recruitment work after recruitment, so as to sum up experience and correct deficiencies in a timely manner. This evaluation should be comprehensive, not only evaluating the number of new employees recruited by the company, recruitment speed, staff turnover rate and department manager satisfaction, but also taking into account the cost of recruitment, the difference between actual results and plans , candidate feedback and other factors. What cannot be ignored is that after a new employee has been tried for a period of time, his or her work performance must be examined, the actual work performance shall be compared with the test results of the company's ability during recruitment, and the results shall be fed back to the human resources department in order to summarize and improve . The recruitment work is not well connected and the coordination between departments is not close, which leads to low work efficiency and the loss of excellent personnel. This is also the main reason for the poor recruitment effect. Since the working environment, leader's management style and employment philosophy vary from unit to unit, only the employing department knows best what kind of job seekers are suitable. Therefore, the recruiting department must constantly instill recruitment management concepts into the employing department and promote their Actively participate in the entire recruitment process, including human resource planning, recruitment requirement formulation, interviews, recruitment, etc. The degree of cooperation and support of recruitment by the employing department determines the success or failure of recruitment. I hope the two points mentioned above can improve your company's recruitment efficiency.