What are the key points in the practical operation of recruitment strategies?

The key point in the practical operation of recruitment strategy is to clarify the responsibilities and authorities of the human resources department and the personnel demand department in recruitment. Clarify the testing links and testing methods for personnel in different positions. Clarify the onboarding process for new employees.

After receiving the recruitment plan, the recruitment department of the human resources department must require the employing department to prepare a job description and clarify the employment standards. When the employing department prepares the job description, the human resources department must have good communication with it.

Not only must we fully understand some of the objective employment conditions of the employing department: hard indicators such as academic qualifications, age, work experience and experience, but we must also understand some of their soft indicators of the talents they need, as well as the requirements of this department. Culture etc.

In addition, it is necessary to negotiate and communicate some unrealistic employment ideas of the employing department based on the actual situation of the human resources market, and finally reach an agreement. The human resources recruitment department should avoid misunderstanding the requirements of the job position during recruitment.

Resulting in inaccurate positioning of talents and affecting the release of recruitment information. Such work mistakes will also mislead some applicants who are not suitable for the company's employment requirements to submit a large number of resumes to the company or even come for interviews, thereby increasing the workload of recruitment and ultimately affecting recruitment efficiency.

Basic work in the early stage of recruitment:

1. Determine recruitment goals and requirements

Before starting recruitment, it is necessary to clarify the recruitment goals and requirements. This includes aspects such as the responsibilities of the position, qualification requirements, salary range, etc. Make sure this information is clear to everyone involved to ensure there are no misunderstandings or confusion during the recruitment process.

2. Formulate recruitment advertisements

Developing recruitment advertisements is one of the basic tasks in the early stage of recruitment. The advertisement should clearly state the job position, responsibilities, qualification requirements, salary and other information. Make sure your ads are posted in the right places to attract more suitable candidates.

Determine evaluation and selection criteria: In the early stages of recruitment, evaluation and selection criteria need to be determined so that they can be used during the screening and interview process. This can include aspects such as the candidate’s skills, experience, education, personality, work culture fit, and more.

3. Prepare interview questions and interview guidelines

In the early stages of recruitment, interview questions need to be prepared to assess the candidate's skills, experience and adaptability. Additionally, an interview guide needs to be prepared to help the interviewer better understand the responsibilities, expectations, and characteristics of a suitable candidate for the position.