How do enterprises recruit talents?

First, enterprise recruitment needs to do a good job in talent demand analysis. Many enterprises have not made a complete human resources recruitment plan. In recruitment, the following departments are often passive, without a long-term plan. I think it is necessary to analyze the existing personnel of the company under the enterprise development strategy, and make statistics and predictions on the personnel that need to be equipped.

Second, make a complete job description. Job description is also called job description and job description. Explain why the company wants to set up this position, as well as the responsibilities, authority and qualification requirements of the position. These are the foundations to ensure that the company recruits suitable talents. Nowadays, many enterprises don't pay much attention to these, and the recruitment notices are often simple and vague. Sometimes, candidates will be confused about what this position does, what requirements it has and whether it is competent. It often directly affects the recruitment effect.

Third: choose the right recruitment channel. First of all, it is necessary to determine whether it is internal recruitment or external recruitment. The advantage of internal recruitment is that it is conducive to mobilizing everyone's enthusiasm, and the recruiters have high loyalty. External recruitment is conducive to the introduction of new ideas and methods. It depends on the actual situation. For external recruitment, different channels can recruit different talents. Commonly used channels are: for the recruitment of grass-roots employees, you can generally choose local TV and newspapers for recruitment. Often these employees need a large number of people and have low quality requirements. The use of these channels has a wide influence and the effect will be better. For knowledge workers and middle managers. You can choose the talent market and online recruitment. At present, job fairs are held regularly in talent markets all over the country, especially some special job fairs, and the effect will be very good. Online recruitment has now become the main recruitment channel for many enterprises. It not only has a wide influence, but also has a very large talent pool. Senior management personnel and professional and technical personnel required by the company. You can choose some headhunting companies with good qualifications and good reputation. Headhunters tend to charge more. Generally, it is 30% of the employer's annual salary or three months' basic salary. However, their recruitment is targeted and guaranteed. Each position will provide four or five candidates, which will not only provide detailed resumes of candidates, but also help enterprises to conduct quality evaluation and background investigation on candidates. The recommendation of colleagues and friends is also a good way. They are often more reliable than others.

Fourth: How to conduct an effective primary interview. Preliminary screening of application materials, excluding unqualified resumes. Sometimes there will be many applicants, and if everyone interviews, it will waste a lot of time and energy. Take notes on the resumes of candidates for key positions, and record any questions. Design interview questions and evaluation forms and select interviewers. Different interviewers should be set up for different candidates. Sometimes human resources departments and professional technicians need to participate, and sometimes department managers need to participate. For the senior talents that the company needs, it is sometimes necessary for the company's top management to interview in person. Selection of interview methods. Enterprises are different, and some formal enterprises will conduct written examinations and quality assessments for candidates; Some may conduct scenario drills and practical operations. But in the interview, we should pay attention to the following questions: First, the moral quality of the candidate. "The foundation of the cause of virtue is solid and has a long history!" Without good quality, it is impossible to do a good job. Secondly, we should consider whether the candidate's ability is qualified for the position. Finally, we should consider the matching degree between the candidate and the company's corporate culture.

Fifth: employment. Send an employment letter to the hired person when necessary. On-the-job training should be provided to registered personnel, including: enterprise development history, enterprise culture, company management and personnel management rules and regulations, salary and welfare policies, etc.

Sixth: during the probation period, the human resources department should conduct follow-up assessment. And communicate with the probation department in time and have a discussion with the new employees to provide a better working environment and development space for the new employees.