What are the main considerations for enterprises in personnel recruitment?

Good personal qualities and cultivation: enthusiasm, fairness, seriousness and honesty. Recruiters should have the enthusiasm to actively show the organizational image, employment policies and job information to candidates, and at the same time have objective and fair personality. It should be emphasized that recruitment and employment are sensitive and policy-oriented, so recruiters must honestly explain the characteristics, actual situation and employment system of the organization, and can't just emphasize the well-organized side in order to attract candidates. A competent recruiter should let the candidates know the organization objectively. Various abilities: expression ability, observation ability, coordination and communication ability, self-awareness ability. Expression ability and observation ability are important abilities that recruiters should have. Recruiters need to contact labor authorities, media and other institutions, and they should be able to clearly express the requirements of the organization for candidates, so the ability to express is very important; Recruiters also need to know the personal qualities, personality characteristics and potential work ability of candidates in a short time, so recruiters should be good at observing the words and deeds (especially body language) of candidates and make objective judgments. With the rise of internal recruitment, recruiters need to be close not only to the outside, but also to the employees within the organization, so the ability of coordination and communication is particularly important. In addition, as a recruiter, if you can't have an accurate understanding and evaluation of yourself, it will be difficult to evaluate candidates fairly and objectively. Extensive knowledge.

Knowing and understanding people is very complicated, and this is exactly the most basic content in recruitment. Therefore, recruiters need to know a lot of knowledge, including management, organizational behavior, psychology, sociology and law. Master certain skills: design the recruitment environment, observe and talk. In the recruitment process, recruiters need to make an objective evaluation of candidates with a small amount of information within a limited time. Therefore, recruiters need to carefully design a comfortable and focused recruitment environment, so that candidates can give full play to their talents. When establishing a recruitment team, the hiring manager should consider the HR representative, the line manager and the future supervisor of the vacant position at the same time. These people have different perspectives and evaluation criteria, and the recruitment team they form will minimize the subjectivity of recruitment. When using observation technology, recruiters need to pay attention to unwritten details such as body language and habits of candidates. During the interview, recruiters should understand the psychological burden of candidates, try to relax them through some transitional communication, and then ask questions step by step. To sum up, if the quality of the starting point of "selecting candidates" is not high, then not only the follow-up human resource management will get twice the result with half the effort, but also the implementation of decision-making will be affected. As a recruitment department that undertakes the function of "selecting candidates", it should learn from the successful experience of domestic and foreign enterprises while doing a good job in daily recruitment, establish an effective recruitment system and improve the effectiveness of recruitment. ?