What is the procedure of online recruitment?

The procedures of online recruitment are: the employing department applies to the superior business department, the employing department prepares the job description, selects the recruitment scheme, trains the interviewer, implements the recruitment scheme, writes the talent report, and links the recruitment result with the performance at work.

1. The employing department submits an application to the superior business department

When the employing department is short of personnel, it will submit the employment requirements to the superior department according to the company's process, and then the department will reflect the situation to the human resources department to start work.

Second, the job description prepared by the employing department

includes the main responsibilities of the job; How to measure the post performance and the key indicators (KPI) of the post; Post treatment; Personal qualities and skills necessary for a competent job; Clarify the qualifications required for the post.

Third, choose the recruitment plan

This is what the human resources department should do. Choosing appropriate testing methods to measure the qualifications of people in different positions, such as business ability, enterprising spirit and teamwork, requires different methods and tools. Each different recruitment method has different sensitivity and effectiveness to different indicators, and often combines multiple tools to measure different indicators, and then forms a complete recruitment plan.

Fourth, train the interviewer

The interviewer can't be done by everyone around him, so it is necessary to train the interviewer and train his interview skills. Training on interview skills includes: how to dig out the information you want to know through specific questions, how to observe the candidates, how to judge the authenticity of the information fed back by the candidates, how to cross-contrast and verify from different angles, etc.

once you have determined who will be in charge of the recruitment, you should train them. Interview is really not a simple chat, and proper training for HR interviewers can get twice the result with half the effort.

V. Implementation of the recruitment plan and writing of the talent report

The personnel and venue in charge of the recruitment are very important. Generally speaking, all candidates should be tested by the same group of recruiters in the same environment. Moreover, specially trained testers can significantly improve the effectiveness of recruitment, because training encourages interviewers to follow more optimized procedures, thus reducing the possibility of bias and errors.

At the same time, the person in charge of the recruitment is required to write a talent report, analyze the advantages and disadvantages of the talents, and give an overall evaluation as a reference standard and backup materials for the subsequent selection of talents.

VI. Linking recruitment results with performance at work

The purpose of careful recruitment is to find high-performance employees. Therefore, when employees enter the company or transfer to another new position, human resources practitioners should keep track of his performance level and test the relationship between recruitment results and actual performance.