Microsoft internal recruitment process

Recruitment and allocation refers to the process of finding and hiring suitable talents according to the company's own business strategy and talent plan and the company's development needs, and assigning them to suitable positions, which is what we usually call "matching people with posts". So what are the main contents and processes of recruitment and deployment?

1. Understand the current situation of enterprise personnel through talent inventory.

Recruitment configuration must first understand the company's current situation and needs. Through talent inventory, we can understand the current situation of the company's talent structure. According to the talent planning, we can know exactly which positions need to be filled.

2. Make a detailed and clear enterprise recruitment plan.

According to the needs of enterprises, we began to make enterprise recruitment plans. The plan should include demand list and analysis, recruitment process, recruitment cycle, channel delivery plan, budget details and personnel division.

3. Develop and maintain channels and prepare publicity materials.

Open up more recruitment channels and widely disseminate recruitment information. For example, several major online recruitment websites, workplace social platforms, and large-scale job fairs all over the country design corresponding publicity materials for different channels, such as posters, booths, folding pages, etc.

4. Collect and screen resumes and arrange the interview process.

Collect resumes from all channels in a unified way and conduct preliminary screening according to job requirements. Arrange further interviews by screening resume invitations. At this time, the internal organization should also be well coordinated to ensure the smooth progress of the interview process.

5. Follow up the interview feedback, analyze and evaluate the results.

Follow up every interview, get appropriate interview feedback from the interviewer, and adjust the recruitment direction in time. At the same time, the interview results will be evaluated, and the willingness of suitable candidates to join will be properly controlled to prepare for the recruitment stage.

6. Identify candidates and issue employment notices.

After the interview is over, determine the list of candidates. At this time, salary negotiation should be conducted with the applicant. After the two parties reach an understanding, they will issue an offer and arrange the employment time.

7. Continuously improve the recruitment system, process and system.

The recruitment and distribution of enterprises is a round-trip process. After each recruitment is completed, it is necessary to repeat the inspection in time and constantly improve the next recruitment. Similarly, in the whole recruitment deployment process, it is necessary to constantly improve the system and system to make the recruitment quality higher and higher. Therefore, we should understand that recruitment is not a job, but an important part of the whole human resource management system. In the actual recruitment process, there may be difficulties and problems in any link, so we must treat each project seriously and strictly in order to make the whole recruitment and deployment work better.