How to refine the recruitment implementation work and improve the scientific nature of recruitment

The following suggestions are given to you for your reference:

1. Define clearly defined "selection criteria"

⑴. Standard requirements should be specific, feasible, and measurable to serve as the benchmark for the recruitment department to examine, interview, screen, and recruit people. Because talents are not always better, only the right ones are the best.

⑵. What kind of people does the company need? It is determined by corporate culture. That is, should we select people who have both ability and political integrity, with morality first or talent first? Is the emphasis on individuality or teamwork? Is it pioneering or stable? Etc., this focuses on examining the applicant's attitude, personality, etc.

⑶. What kind of people are needed for the position? Job analysis can be used to clarify the academic qualifications, age, skills, physical fitness, etc. that people in this position need to possess. This focuses on examining the applicant's ability, quality, etc.

Only by mastering the standards can recruiters know what to expect and use the "ruler" in their minds to measure each applicant. Otherwise, you will be confused and have no way to pick out the people the company needs from the many applicants. What’s more serious is that you will find that those candidates who have been “selected through layers of screening” will actually be incompatible with the company in many aspects after a period of probation. The requirements do not meet the requirements and are not suitable for the company, resulting in a huge waste of financial resources and energy for the company.

2. Promote the employing department to be closely involved in the recruitment process

In the traditional concept, recruitment is a matter for the personnel department. The employing department only needs to put forward employment needs and does not need to participate in the recruitment process. Go in. In fact, only the employing department knows best what kind of people it needs, and the quality and ability of the people it recruits are directly related to the department's work effectiveness. Therefore, the recruiting department must constantly instill recruitment concepts into the employing department and promote its initiative. Participate in the entire recruitment process - human resource planning, recruitment requirement formulation, interviews, recruitment, etc.

3. Effectively use the application registration form

Design a scientific and reasonable application registration form in advance, let the applicants fill in the items that the company needs to pay special attention to, and review the applicants before the interview By filling in the information, the recruiting company can eliminate a large number of people who obviously do not meet the company's requirements, screen out the intended candidates and invite them to participate in interviews. This can avoid recruiting companies from doing useless work and focus on interviewing key candidates.

4. Expand recruitment channels and ensure sufficient sources of application information

Use different recruitment channels according to the industry in which the company is located, the characteristics of the positions it is recruiting, and the characteristics of the target applicants, etc. For example, middle and senior management talents can be promoted internally, headhunters can be entrusted to find or participate in high-level talent job fairs, software developers can be recruited online, operators can be recruited in the labor market, etc. to improve the pertinence of recruitment. At the same time, the form of internal employee recommendation can also be used (of course, whether the internal employee recommended person will be hired or not will ultimately be decided through fair competition. It is decided by the employing department and the recruiting department) to reduce the blindness of recruitment. Practice has shown that the effective ratio between "applicants - interviewers - hires" is about 10%-30%. Only by opening up more channels can the recruitment department not be left without rice.