How to make a personnel recruitment plan?

1. Draw a recruitment map and fight in an orderly way

In this case, there is a lack of a line between the recruitment specialist B and the recruitment manager C and the human resources director. It seems that they are fighting alone. Although the recruitment specialist B is looking for the candidate information, to say the least, even if the project is in the charge of B, the supervision of C and the human resources director is out of control before B recommends the candidate information to the engineering director A, otherwise the recruitment result will not be so great. In addition, the responsible person is the recruitment manager C, and the recruitment progress of the whole project is out of control. At least from the recruitment results, the job support that B got from C must be very limited, which makes B fall into a situation of fighting alone, which is terrible.

when we often see some war movies on TV, when we want to charge, in the headquarters, the head of the army first asks for a map, and then analyzes where the target needs to be attacked. What is the enemy's deployment? What are the operational characteristics of enemy commanders? After the analysis, the attack command was issued, and the countermeasures were made in an instant for the sudden change in the war. It seems that ordinary people think it is impossible, but it has achieved unexpected good results. In fact, this is inseparable from the commander's long-term accumulated combat experience. Without long-term thinking and accumulation, it is not easy to break through in an instant.

in the recruitment process of enterprises, aren't experts from all walks of life fighting? This war is a cultural war, and it is a war that has not seen the smoke. We run around for talents; Go abroad for talents; For the sake of talent, the face is haggard; For talent, bear the burden of humiliation. Immediately, every commander wants to win, but few maps will be doomed to lag behind others, and they will be beaten everywhere. They must have surprisingly unprepared combat strategies and strict recruitment attitudes, which should be reflected in the recruitment policy of enterprises and turn abstract into concrete. So, what is a recruitment map?

A map is filled with the geographical location of an area, the names of places under its jurisdiction, traffic routes, scale, etc. The purpose of the map is to enable users to reach their destinations smoothly according to the map. Similarly, the recruitment map should include the following contents: the location of recruiting human resources, the method of obtaining these human resources, the person in charge, the schedule, the prediction of possible problems and the overall recruitment strategy, etc., especially for the recruitment of unexpected projects, because this type of recruitment project is usually time-limited, and the success of such programs can best reflect the cooperation of the overall combat capability of the human resources team. It is suggested that as a recruiter, the "recruitment map" must be engraved in the brain and used flexibly, so as not to be busy with work.

2. Practice recruitment skills hard and fight with strength

With the "recruitment map", this only shows that you know where the person you need to recruit is. How to get there? But this is just the beginning, so don't neglect the training of your own recruitment skills.

when we browse the professional e-recruitment websites, we will find that many enterprises are using them. However, judging from the recruitment results, there are joys and sorrows, which can be described as "a family is happy and a hundred worries"! Why is this?

We can also go to a large-scale job fair, and we will find a sea of people. But when the employer walks out of the job fair with a bag, how many recruiters are smiling?

We can also listen to the voice of job seekers, "When submitting resumes, recruiters don't even look at them and wait for the notice!" "If you ask one more question, people will be impatient." "Now the recruiter N, the family is the master and the job seeker is the servant." "The quality of the factory recruiter is not high, usually a clerk. Talking with her (him) about technical issues simply doesn't understand, just collecting information." "After applying for a position online, many times it is a sinking sea."

As a recruiter, it is painful not to recruit the right talents to join the company within the specified time. As a job seeker, it is painful not to find a suitable job. What is the connection between these two pains? Is there any good medicine to solve it?

In the case, when recruiting engineers, it would be better if the recruiter B first screened the candidate's information with the technical experts of the engineering department, or invited the technical experts of the engineering department to give a preliminary interview first, and the recruitment effect would be better. As a recruiter, you should first fully understand the recruitment policy and business process of an enterprise. You are not required to be as proficient as a professional technician, but you should know the minimum technical concepts. For example, to recruit a hardware mold design engineer, you should master the mold design process, the material characteristics of mold steel, and the problems that are easy to occur when designing hardware molds, such as sliders. Otherwise, it is difficult for you to judge whether the candidates are suitable or not in a short time. When the information is returned to the employing department for review, the employing department can only judge from the resume, which is very wrong. Therefore, as a recruiter, we should first refine our own recruitment skills. If this is the case, it will not be far away.

3. Turn crisis into salvation and fight calmly

As a supervisor, it is a part of life to be mentally prepared for bad news and have the perseverance to withstand storms. Be determined and able to cope with the blow. As a recruitment manager, C's ability to deal with the crisis has great room for improvement. At the same time, the recruitment specialist B also reports the progress of the recruitment project and some thorny problems to B in time, so that the problems can be digested within the human resources first. Naturally, if the recruitment manager C can't handle it, he should report to the director of human resources for management support at the first time. If C knows the recruitment progress and doesn't deal with it, the problem will be quite serious. The company should consider whether C is suitable for the position of recruitment manager. In any case, as a recruitment manager, there should be ways to resolve the crisis, usually by "borrowing" to deal with similar crises. When taking over this recruitment project, first communicate with Director A of the Engineering Department and suggest whether to set up a special recruitment project team. Because I don't know much about technology, can I appoint a professional technician to give technical guidance to the recruiter? The technician will make some preliminary interviews with the candidates first, and then concentrate on the selected candidates to enter the interview hosted by the Engineering Director. When the engineering director interviews, he will submit the interview records of the initial test to the engineering director A for reference. I think, even if the recruitment effect is not very satisfactory, the engineering director A will not reprimand the recruiter B. I think there are two reasons for reprimanding B. First, I am under the pressure of shortage of personnel, and second, I am very dissatisfied with the recruitment professionalism of the Human Resources Department.