How can we do a good job in recruitment?

Author: Time: April 25, 212 Reading: 1595 times First, enterprises need to do a good job in talent demand analysis. Many enterprises have not made a complete human resource plan for recruitment. In recruitment, the following departments often passively recruit whatever they report, without a long-term plan. I think we should analyze the existing personnel of the company under the development strategy of the enterprise, and make statistics and predictions on the personnel that need to be equipped.

second, make a complete job description. Job descriptions are also called job descriptions and job descriptions. It explains why the company wants to set up this position and its responsibilities, authority and qualification requirements. These are the foundations to ensure that the company recruits suitable talents. Nowadays, many enterprises don't pay much attention to these, and the recruitment notices are often simple and vague. Sometimes, candidates will be confused about what this position is for, what requirements it has, and whether they are competent or not. It often directly affects the recruitment effect. Third: choose the right recruitment channel. First of all, it is necessary to determine whether it is internal recruitment or external recruitment. The benefits of internal recruitment are conducive to mobilizing everyone's enthusiasm, and the recruits are highly loyal. External recruitment is conducive to the introduction of new ideas and methods. These should be determined according to the actual situation. For external recruitment, different channels can recruit different talents. Commonly used channels are: for the recruitment of grass-roots employees, you can generally choose local TV and newspapers to recruit. Often these employees need a large number of people and their quality requirements are not high. Using these channels has a wide influence and the effect will be better. For knowledge workers and middle managers. You can choose the talent market and online recruitment. At present, regular job fairs will be held in talent markets all over the country, especially for some special job fairs, and the effect will be very good. Online recruitment has now become the main recruitment channel for many enterprises. Not only the influence is wide, but also the talent reserve is very large. For the senior management and professional and technical personnel needed by the company. You can choose some headhunting companies with good qualifications and reputation. Headhunting companies tend to charge a little more. Generally, it is 3% of the employer's annual salary or three months' basic salary. However, their recruitment is targeted and guaranteed. Each position will provide four or five candidates, which will not only provide detailed resumes of candidates, but also help enterprises to conduct quality evaluation and background investigation of candidates. Introduction and recommendation from colleagues and friends is also a good way. They are often more reliable than others. Fourth: How to conduct an effective primary interview. Preliminary screening should be conducted for the application materials, and unqualified resumes should be excluded. Sometimes there will be many applicants, and if everyone interviews, it will waste a lot of time and energy. For the resumes of candidates in key positions, notes should be made, and the places in doubt should be recorded. Design interview questions and evaluation forms and select interviewers. Different interviewers should be set up for different candidates. Sometimes the human resources department and professional technicians need to participate, and sometimes the department manager needs to participate. For the senior talents needed by the company, it is sometimes necessary for the company's top leaders to interview in person. Selection of interview methods. Enterprises are different, and some formal enterprises will conduct written tests and quality assessments on candidates; Some may conduct scenario drills and practical operations. But in the interview, we should pay attention to the following issues: first, the moral quality of the candidate. "The foundation of virtue's career, there is no one who is not solid and has a long history!" Without good quality, it is impossible to do a good job. Secondly, we should consider whether the candidate's ability is qualified for the position. Finally, we should consider the matching degree between the candidate and the company's corporate culture. Fifth: employment. Send an employment letter to the hired person when necessary. On-the-job training should be given to the registered personnel, including: the development history of the enterprise, corporate culture, company management and personnel management rules and regulations, salary and welfare policies, etc. Sixth: during the probation period, the human resources department should conduct follow-up assessment. And communicate with the probation department in time and have a discussion with the new employees, so as to provide a better working environment and development space for the new employees. Source: Network | Off