What are the recruitment systems?

The recruitment system includes the following three contents:

First of all, carry out job analysis and formulate clear and detailed job requirements description and job description.

In the development of the organization, new jobs are constantly emerging, new production technologies are constantly emerging, and the internal and external environment of the organization is constantly changing. Timely job analysis is very important. As far as recruitment is concerned, the participation of recruiters in the job analysis process can help them understand the qualifications necessary for a certain job, grasp the timely job changes, and predict the potential overstaffing or manpower shortage in the organization in time.

Second, make a reasonable forecasting process of organizational human demand changes.

Generally speaking, the forecast of the change of human demand is corresponding to the development strategy of the organization and the internal and external environment of the organization. The forecast of manpower demand mainly refers to the forecast of quantity, quality and structure. Reasonable forecasting process of human demand changes can not only improve the initiative of recruitment, increase the timeliness of recruitment, enhance the adaptability to the market and competitors, but also help organizations reduce the human risks that may be encountered in the process of business development, thus improving the relevant interests of the organization.

Third, create rich recruitment channels and flexible recruitment methods.

Personnel recruitment can be implemented through internal recruitment and external recruitment. Internal recruitment can maximize personal potential, improve personal learning ability and work enthusiasm, and reduce the direct recruitment cost of the organization. A fair and transparent internal recruitment service has very positive advantages for the recruitment of large and medium-sized organizations. Opaque and unreasonable internal recruitment services often dampen employees' enthusiasm and reduce their performance.