What processes does recruitment implementation include?

Recruitment implementation includes seven processes including job analysis, recruitment announcement, resume screening, interview, physical examination, employment decision-making, and induction training.

Job analysis: It is an important step in the recruitment process. It needs to clarify the responsibilities, requirements and recruitment standards of the position, and provide basic data and support for subsequent recruitment.

Publish recruitment announcements: Disclose recruitment information to the public through various channels to attract qualified applicants to sign up.

Screening resumes: The human resources department screens the resumes received based on job requirements and recruitment standards, and initially selects qualified applicants.

Interview: Through the interview, we can further understand the applicant's ability, quality and attitude, and evaluate the degree of matching with the position.

Physical examination: Conduct a physical health examination on candidates who pass the interview to ensure that the applicant's physical condition meets the requirements of the position.

Recruitment decision: Based on the results of the interview and physical examination, combined with the job requirements, make recruitment decisions and determine the personnel to be hired.

Induction training: Provide necessary training and education to new employees to help them understand the company culture, rules and regulations, and job responsibilities, and help them integrate into the company's work smoothly.

Recruitment risk prevention

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your cost, but on clear job requirements, appropriate selection methods and standardized recruitment procedures. In order to prevent disguise during the recruitment process, recruiters must develop recruitment processes and procedures that include determining recruitment needs, publishing recruitment information, notifying recruitment results, and evaluating the recruitment work itself.

2. Recruiters need to obtain more information about job applicants. Recruiters are required to proactively collect information about job seekers, including conducting interviews, psychological tests, etc., to obtain implicit information about job seekers, such as personality, potential, personality, etc. Recruiters can also use various channels such as previous employers , the applicant's graduate school, headhunting company, etc. to verify the authenticity of the applicant's materials and ability evaluation.

3. Recruiters should use different recruitment techniques and methods. When evaluating applicants, recruiters can take psychological tests, professional skills tests, interviews, scenario simulations, etc. In addition, correction technology should be adopted to overcome information asymmetry, and recruitment technology of "trusted transmission of information method" should be applied according to changes in information and different stages of development.