What problems should be paid attention to when setting up the position of "recruiter" in human resources department?

What problems should be paid attention to in the post setting of recruitment specialist in human resources department?

From the perspective of post setting, enterprises wishing to set up the position of "recruitment specialist" should pay attention to the following aspects:

First of all, we should carry out job analysis, clarify job responsibilities, evaluate job workload and evaluate job requirements. Judging from the current recruitment needs of enterprises, is the workload of this position saturated enough? If the workload is obviously not saturated, we should consider the necessity of setting up this position. When setting up posts, we should usually follow the principle of minimum number of posts.

Secondly, on the basis of job analysis, further analyze whether the setting of this position can obviously promote and ensure the work performance of this department or achieve the overall objectives and tasks. On this basis, we need to further clarify the performance objectives and requirements of this position.

Finally, from the perspective of improving the efficiency and effectiveness of recruitment, we should focus on the post setting of recruitment, consider the coordination and connection between the newly set post and the original post, and establish a perfect recruitment standard and recruitment process, so as to effectively play the relevant functions of the post.