How to write the enterprise recruitment plan? I don't know how to start.

Recruitment demand assessment is the basis of recruitment plan, and the specific embodiment of recruitment plan is recruitment plan. Many enterprises have defined their recruitment plans in their human resources planning, but they do not make separate recruitment plans for specific recruitment activities.

Books. This practice depends on the integrity of the human resource management system within the enterprise. In some enterprises, the responsibilities of human resource management of non-HR department heads are not clear, which leads to some responsibilities of human resource management.

The supervisor and the human resources supervisor shirk each other, which affects the operation efficiency of the enterprise.

1, the necessity of recruitment plan

The recruitment plan for individual recruitment activities is the institutional guarantee for the normal development of recruitment (including selection). The recruitment plan defines the objectives, tasks, progress and responsibilities of the recruitment work, and obtains.

Written support from superior supervisor. Practice has proved that the recruitment plan can effectively ensure the smooth implementation of recruitment and selection; You can put the head of the business department and the head of the human resources department in an equal position, and through a clear division of labor, closely

Cooperate closely to complete the recruitment task.

2. The contents of the recruitment plan include:

1) Recruitment Position: specify the name of the recruitment position. Some enterprises with standardized management may also use the position number. Several positions can appear in the recruitment plan at the same time.

2)

Recruitment channel: the recruitment channel is the way (carrier) to obtain resume information or publish recruitment announcements. Recruitment channels can be divided into internal channels or external channels; In terms of specific channels or carriers, such as: talent market, talent exchange meeting, website advertisement, TV advertisement, etc.

3) Recruitment cost: clear the direct costs such as advertising fee, labor fee and testing fee.

4)

Selection process: according to the characteristics of different positions, the selection process adopted by enterprises is different. Under normal circumstances, the selection of most positions has to go through three stages: preliminary examination, second interview and decision-making interview.

5)

Test items: define the selection techniques used in the initial test, second test and final decision. However, with the application of various selection techniques, the methods used in each link will become more and more abundant. For example, written tests and interviews will be used in the initial examination, and situational tests and interviews will be used in the second examination. The higher the position, the more complicated the recruitment process and the more complicated the selection technology.

6)

Examiner composition: make clear the person in charge of each selection link, pay special attention to the cooperation between human resources department and business department, and grasp the candidates from the perspective of ability and professional knowledge, often manpower.

The resource department lacks in-depth understanding of the professional knowledge of the corresponding positions. If only the human resources department conducts selection, the personnel cost of the enterprise will increase. At the same time, we should also pay attention to the role that managers at different levels should play in different links of selection.

Key roles, such as the initial examination of junior positions, can be completed by ordinary people, but they need to be grasped by the supervisor in the process of re-examination or employment decision.

7)

Recruitment cycle: predict the time required from recruitment demand analysis to the end of selection. It is important to note that in most cases, enterprises or departments have objective requirements for recruitment time, and recruitment plans should reflect specific time requirements.

8)

Leadership approval: For enterprises that have not institutionalized the human resources management responsibilities of business executives, "leadership approval" is an expedient measure to clarify the specific responsibilities of business executives in recruitment activities. The recruitment plan can ensure that the human resources department gets the necessary support from the business supervisor in the recruitment and selection activities. Quick search, search, search, search, search, search, search and answer.