How to effectively recruit employees

The new year has begun, and many companies are recruiting a large number of employees. How to effectively recruit employees? To become a big problem, a good employee can create great value for the company, but a bad employee will affect the company's benefits. As a job seeker, there is no bad job seeker, because if he is not a bad person, he can live freely for a period of time, without looking for a job or doing furtive things. So how to recruit a good employee mainly depends on effective recruitment?

Personnel requirements of each department:

Each department should confirm the personnel requirements according to the needs of department management, including the staffing of the work, the distribution of responsibilities and the requirements of recruiting personnel (post requirements). Only when the demand is clear can we effectively recruit suitable personnel.

The human resources department should summarize the personnel needs of each department and choose the appropriate recruitment method.

A) internal talent recruitment and career planning (internal promotion can be considered for management positions) b) customer recommendation (business talents) c) employee recommendation (applicable to all positions) d) suppliers (material managers) e) competitors (technicians and operators) f) company talent pool (pre-applicants) g) professional institutions (in cooperation with trade associations and professional institutions). Headhunting company (senior management, technical and business personnel) I) human agency company or job fair (all positions) j) media advertising (applicable to all positions, mainly to enhance the company's image)

Initial test:

Select the information of successful personnel, and select the appropriate personnel to organize the initial test.

Precautions for initial test:

A) A true and comprehensive description of the company's benefits, wages, working hours and working environment;

B) Explain the work contents and difficulties of this position truly and comprehensively;

C) Comprehensively evaluate whether the applicant's actual work experience, education and skills meet the job requirements;

D) If there are no perfect people in the world, don't care too much about the shortcomings of the corresponding people;

E) Answer the questions of responders in a friendly way;

F) Show the job description of the recruitment position to let him know the job content;

Those who pass the preliminary examination will be notified to re-examine.

Matters needing attention in the second interview:

A) Take the lead by the recruitment department and directly enter the job site, so that the candidates can truly understand the working status and clarify the working content;

B) Clarify the requirements of both parties;

C) Define the materials that need to be prepared before going to work formally.