How can we do a good job in recruitment?

How can we do a good job in recruitment?

First, be prepared before recruitment.

To do a good job in talent recruitment, substantive preparation is essential. As a human resource recruiter, you should be fully prepared in the following aspects:

1 Define the recruitment requirements and make preparations according to the relevant post rules.

According to the enterprise's annual business plan and the annual, quarterly and monthly recruitment plan, the personnel demand table of each department is formulated, and the personnel demand is analyzed in detail (mainly considering labor cost, enterprise talent echelon, talent source, talent standard and recruitment speed), and the demand summary table is formulated, according to which rapid approval and decision-making can be made. Then draw up a detailed job description (mainly including basic information, job responsibilities, job rights, job standards, job content, job workflow, job development channels, job personnel exchange, job qualifications, job compensation, etc.), so that the job description can bring the greatest help and support to the recruitment work.

2 Analysis and selection of recruitment channels.

According to the employment demand of the post, analyze the situation and dynamics of the local talent market, as well as the advantages and disadvantages of various recruitment channels, comprehensively compare and analyze the requirements and standards of the talents needed for the post, and choose the recruitment channel. We should try our best to choose recruitment channels to meet the needs of employers in terms of quantity, quality, speed and talent matching.

3. Preparation of recruitment information and publicity.

The drafting of recruitment information usually includes five aspects (business overview of enterprise A, founder and corporate culture of enterprise B, obvious advantages of enterprise C, post requirements and standards of enterprise D, development platform and treatment of enterprise E), so that recruitment information has the greatest attraction to talents, and at the same time, it should be good at publicizing the vision and goals of enterprises by taking advantage of the situation. At the same time, we should prepare corporate promotional DVD, corporate brochure, corporate featured products, interviewer's business card, etc. Let job seekers have a more intuitive understanding of the enterprise and leave a deep impression.

4. Relevant information, reception and exam preparation before recruitment.

To draw up a detailed recruitment plan, many people have to do all the preparatory work before the relevant recruitment. If ready: job description, A4 paper, pen, meeting room, interview room, lounge, computer, enterprise information, receptionist, tea, etc. All the work will be ready and the responsibility will fall on people, so that job seekers will have a good impression and enhance their confidence when they come to the enterprise.

5 interviewer and interview question bank preparation.

According to the requirements and standards of the recruitment position, the interview question bank should be designed pertinently, and the topic design should conform to four principles (a, test the basic skills of job seekers; B, understand the professional skills of job seekers; C, test the responsiveness and innovation ability of job seekers; D, the difficulty of topic design can meet the needs of job assessment), and at the same time, you should prepare relevant props, products and cases needed in the interview process. HR should set up an interview team, notify the interviewers and interviewers of all departments one week in advance, and strive for the required information.

Second, three details of recruitment control

Details 1 Select a valid resume.

After the recruitment information is released, the electronic or paper resumes received are summarized and analyzed, and compared with the resumes received at the job fair, so as to effectively screen the resumes. Do a good job in the selection of resumes (1) Look at the fundamentals such as gender, age, education and length of service. B) Look at the job seeker's educational background, such as professional title, educational background and qualification certificate. C) Look at the job matching degree of the job seeker's previous work unit, work period, work experience and work ability. D) Look at the job-hunting motives, such as position choice, value choice, corporate culture of former enterprises, job-hopping motives, etc. E), find a job that meets the job requirements of job seekers.

Details 2 interview notice and reception.

Generally, the interview notice should be 3-5 days in advance, and it is best to invite it by phone in person, so that job seekers can clearly understand and prepare for the interview. At the same time, job seekers should be informed of the interview location, time, transportation mode, contact person, interview preparation and other details so that the other party can attend the interview on time. When job seekers come to the enterprise for an interview, the enterprise HR should prepare relevant receptionists, tea, seats, lounges, corporate culture materials, etc. Let job seekers feel the work efficiency and level of the enterprise and enhance the good impression of the enterprise in the eyes of job seekers.

Details 3 Selection method and interview process.

There are many ways and means of talent selection. According to different post standards and requirements, job seekers who have passed the first-level written test are tested and interviewed. Generally, a variety of interview evaluation methods such as star behavior interview, text basket, no leading group, role-playing, scenario simulation, on-site exercise, face-to-face defense and so on should be comprehensively used. There should be main interviewers and deputy interviewers during the interview, and it is best to use group interviews for important positions. In the interview process, we should first reduce the psychological pressure of job seekers, then ask questions and interview in an orderly manner according to the interview outline, pay attention to controlling interview skills and interview time, reduce the interviewer's subjective impression and be accurate.

Three, four important positions after recruitment.

After the recruitment, there are four important tasks that HR needs to organize or complete personally, and they must be in place.

The first job is: centralized employment decision after the interview.

HR should do three things well: a, everyone makes quick decisions; B 70 is divided into advantages, and there are no principled problems and mistakes that can be ignored. Listen to the opinions of the direct leaders of the employing department. Everyone makes appropriate employment decisions.

The second task is: background investigation.

This is usually the job of the human resources department. When doing a background check, HR should first look at the necessity. If necessary, it should be carried out with the consent of the job seeker, and then the evaluation of the direct boss, subordinates, colleagues, customers and other related personnel of the unit where the job seeker once worked should be investigated. Pay attention to the wording and methods in the process of investigation, and try to gain the understanding and support of the other party.

The third task is to negotiate the salary before employment and issue the employment notice.

Most enterprises have clear salary standards, but some senior talents may not accept them and need to communicate with each other. The HR of this job should meet the needs of job seekers as much as possible, so that job seekers feel recognized and respected is the premise, and can not be completed hastily. When reaching an agreement, it is best to issue a red letter of appointment for an important position, in addition to verbally informing the entrants of their working hours and reporting methods.

The fourth task is: follow-up after employment.

After the new employee joined the company, the recruitment work was not over. Do a good job in introducing people, visiting departments, familiarizing with posts, basic training on posts, familiarizing with relevant systems, helping post mentoring, weekly discussions, psychological understanding, etc., so that new employees can adapt to posts as soon as possible, get to know the company, get familiar with their jobs, enter roles as soon as possible, and pass the probation period.

The development of the above-mentioned related recruitment work requires human resource managers to have rich work experience, positive work attitude, solid work character and attention to every detail, so as to push the recruitment work of enterprises to a new level, find suitable talents and create high performance!

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