Human resource recruitment cases

The company's analysis of the recruitment position is not clear, which leads to the lack of pertinence in the written interview of recruitment, the analysis of the last two candidates is not rigorous enough, and there is no clear and effective comparison of professional quality and even comprehensive quality. As a result, the recruitment failed and no suitable talents could be recruited.

It is suggested to make a job description of the position to be recruited first, and the job responsibilities should be subdivided, not just generalized. Recruiters should formulate the job requirements of post personnel in advance according to their job responsibilities, which will be more targeted and improve efficiency. If it is difficult to choose, you can compare and score the quality of the candidates in terms of job requirements and get a high score.

In short, I would rather make a lot of plans before the recruitment, even if I spend a little more money and time, I must ensure that the company is fully prepared for the recruitment, so as to successfully recruit talents suitable for the position, and it is not easy to have cases.