Taking campus recruitment as an example, what activities does the candidate resource development include?

The recruitment plan is that the human resources department, according to the application of the employing department, combines the human resources planning and job description of the enterprise, clarifies the positions, the number of personnel, the qualification requirements and other factors that need to be recruited in a certain period, and formulates the implementation plan of specific recruitment activities. By regularly or irregularly recruiting all kinds of talents needed by the organization, we can enrich the new force for the human resources system of the organization, realize the rational allocation of human resources within the enterprise, provide reliable guarantee for the enterprise to expand the production scale and adjust the production structure, and make up for the shortage of human resources at the same time. Avoid blindness and randomness in personnel recruitment. A recruitment plan generally includes the following contents: 1, and a list of personnel requirements, including job names, number of recruits, and qualification requirements. 2. Time and channel for releasing recruitment information; 3. Recruit candidates for the team, including the names, positions and responsibilities of team members; 4 candidates' assessment plan, including the assessment location, approximate time, the name of the topic designer, etc. 5. Deadline for recruitment; 6. Appointment time for new employees; 7. Recruitment budget, including information fee, advertising fee, talent exchange fee, etc. ; 8, recruitment schedule, as detailed as possible, in order to facilitate the cooperation of others; 9. Recruitment of advertising samples. How to make a talent recruitment plan for editors? Talent recruitment should combine internal training with talent introduction. This is the principle that HR needs to consider first when determining the recruitment plan. There is a difference between internal training and talent introduction in determining employment standards. For the recruitment criteria of talents who pay attention to internal training, we can consider that the target of recruitment should not be harsh on actual work experience, but the target of recruitment must have the potential of training, and the recruitment of such talents can be combined with school recruitment and talent market recruitment; For the introduced talents, the recruitment standards should be improved in terms of work experience and adaptability, so as to ensure that the introduced talents will enter the work role immediately. The recruitment of these talents should adopt the principle of combining "poaching" from competitors with social recruitment. In the aspect of "poaching", HR usually pays attention to the outstanding talents from competitors, and establishes their files to keep in touch and communicate, so as to have suitable "poaching" targets when employing people. The principle of combining the existing manpower allocation with the necessary manpower reserve should be considered in talent recruitment. Talent planning should be combined with enterprise development strategy and business planning. HR should ensure that talent planning should not only ensure the current manpower demand and allocation requirements of the enterprise, but also reserve corresponding manpower for the future operation and development of the enterprise, so as to avoid the passive situation that talents are not available when the enterprise urgently needs employment. Therefore, when HR formulates the recruitment plan, on the one hand, it should consider the talent recruitment plan urgently needed by the enterprise, on the other hand, it should consider the appropriate talent reserve plan according to the needs of the business development of the enterprise. For the talents who need to be reserved, HR can consider recruiting some students with lower cost, and then let them implement the mentoring program for the old employees, so that these reserved talents can be added to the posts accordingly when the enterprise needs manpower. Detailed salary scheme, management regulations of talent probation period and employee promotion scheme are also necessary corresponding schemes for HR to formulate talent recruitment plan. In practice, many enterprises lack corresponding salary schemes, which will bring great troubles and difficulties to HR recruitment, because without these corresponding schemes to support HR work, it is difficult to answer these questions related to the vital interests of recruiters in recruitment, which leads talents to be afraid of joining enterprises. At the same time, the lack of these programs will make recruiters and entrants feel that enterprise management is not standardized, so that it is difficult to recruit and retain people. Therefore, when HR formulates the recruitment plan, it is necessary to see whether the dealer's enterprise has these corresponding plans. If not, it must make a detailed plan and pass the corresponding procedures for approval before starting the recruitment work. Preparation Steps Editing the preparation of a recruitment plan generally includes the following steps: 1. Obtain personnel demand information: personnel demand generally occurs in the following situations: (1) personnel demand information clearly specified in the human resource plan; (2) Vacancies arising from the resignation of enterprise employees; (3) The department manager submits the recruitment application for examination and approval by relevant leaders; 2. Select the release time and release channel of recruitment information 3. Initially determine the recruitment team of 4 people. Initially determine the evaluation scheme 5. Clear recruitment budget. Prepare the recruitment work schedule 7. Draft a sample of job advertisements, and quickly search the job search network of fresh graduates. Bian Xiao collates the answers ~ Hope to adopt ~