What should an enterprise do first in recruitment?

To do a good job in talent recruitment, substantive preparation is essential. As a human resource recruiter, you should be fully prepared in the following five aspects:

1. Define recruitment requirements and formulate detailed rules related to the position.

According to the enterprise's annual business plan and the annual, quarterly and monthly recruitment plan, the personnel demand table of each department is formulated, and the personnel demand is analyzed in detail (mainly considering labor cost, enterprise talent echelon, talent source, talent standard and recruitment speed), and the demand summary table is formulated, according to which rapid approval and decision-making can be made. Then draw up a detailed job description (mainly including basic information, job responsibilities, job rights, job standards, job content, job workflow, job development channels, job personnel exchange, job qualifications, job compensation, etc.), so that the job description can bring the greatest help and support to the recruitment work.

2. Analysis and selection of recruitment channels.

According to the employment demand of the post, analyze the situation and dynamics of the local talent market, as well as the advantages and disadvantages of various recruitment channels, comprehensively compare and analyze the requirements and standards of the talents needed for the post, and choose the recruitment channel. We should try our best to choose recruitment channels to meet the needs of employers in terms of quantity, quality, speed and talent matching.

3. Preparation of recruitment information and publicity.

The drafting of recruitment information usually includes five aspects (business overview of enterprise A, founder and corporate culture of enterprise B, obvious advantages of enterprise C, post requirements and standards of enterprise D, development platform and treatment of enterprise E), so that recruitment information has the greatest attraction to talents, and at the same time, it should be good at publicizing the vision and goals of enterprises by taking advantage of the situation. At the same time, we should prepare corporate promotional DVD, corporate brochure, corporate featured products, interviewer's business card, etc. Let job seekers have a more intuitive understanding of the enterprise and leave a deep impression.

4. Relevant information, reception and exam preparation before recruitment.

To draw up a detailed recruitment plan, many people have to do all the preparatory work before the relevant recruitment. If ready: job description, A4 paper, pen, meeting room, interview room, lounge, computer, enterprise information, receptionist, tea, etc. All the work will be ready and the responsibility will fall on people, so that job seekers will have a good impression and enhance their confidence when they come to the enterprise.

5. Interviewer and interview question bank preparation.

According to the requirements and standards of recruitment positions, the interview question bank should be designed pertinently, and the topic design should conform to four principles (testing the basic skills of job seekers; Understand the job seeker's professional knowledge of the position; Test the responsiveness, adaptability and innovation ability of job seekers; The difficulty of topic design can meet the needs of job evaluation), and at the same time, relevant props, products and cases needed in the interview process should be prepared. HR should set up an interview team, notify the interviewers and the main interviewers in charge of various departments one week in advance, and strive for the direct leaders of the positions to participate in the interview, so as to make a quick employment decision.

Legal basis:

People's Republic of China (PRC) Employment Promotion Law

Twenty-sixth employers and employment agencies engaged in employment intermediary activities, should provide equal employment opportunities and fair employment conditions for workers, there shall be no employment discrimination.

Labor law of the people's Republic of China

Article 17 The conclusion and modification of labor contracts shall follow the principles of equality, voluntariness and consensus through consultation, and shall not violate the provisions of laws and administrative regulations. After a labor contract is concluded in accordance with the law, it is legally binding, and the parties must fulfill their obligations under the labor contract.