How to treat the recruitment process from the perspective of HR?

Need to look at the current stage of demand confirmation mining, I think it is important but unnecessary. According to the actual situation, some steps can be omitted, and it is not necessary to face 1. It is effective to know the needs of business development through the background, whether it is new or not (generally speaking, when the business department faces work pressure, it will choose to apply for overtime to complete the workload to alleviate anxiety. In fact, some workload can be absorbed by the system or department through process optimization. There is also a job that is external recruitment. Some professional requirements require that information familiar with business processes can solve problems faster than external recruitment. If internal inventory confirmation requires new external recruitment, please go to the next link.

The information to be released is basically a job manual, including: job name, job (job content, qualification). According to different recruitment channels, Swiss number, salary, department, reporting target, subsidiary, etc. REC needs to confirm the keywords and location (which must be true). For example, in front of interns, the location can be increased with emphasis, such as sales orientation and location advantage. For example, cosmetics development, brand development, beauty development, product development and so on can also be made.

Look at the portrait of the candidate. Portrait is a target candidate, not a precious candidate, but the most suitable position is the so-called supervisor power model. [Supervisor mode is a relatively large content, and the aspects that need to be matched include the following aspects. The difficulty requirements of the post: age, education, gender. Education is generally required by the company, such as bachelor degree or above; Age, gender and region may be the requirements of the employer. If you don't do what they ask, your resume is a waste of time. You'd better start Personally, in some special positions, it is a choice to judge a person's game according to gender and age, such as high-intensity physical strength upside down day and night, and it is relatively reasonable to recruit only young people. ?

It depends on the so-called experience requirements such as software requirements, experience requirements, ability requirements and comprehensive quality. In fact, it is a product manager's experience requirement, not simple. The product manager also needs to judge whether the product and optimization are done in this way, whether it is the growth of B or C products, whether it is focusing on functional modules or users, or whether it is traffic distribution or commercial advertising. These experiences are different. Experience is only superficial, and more importantly, the ability to complete it. Or take the product manager as an example. To be an excellent product manager, you must know this business very well. You have good product thinking and user thinking. The transformation of decline is strong learning ability (understanding business), strong logical thinking ability (analyzing positioning problems), strong communication ability (mining requirements and transforming requirements), strong time management ability (giving priority), strong data ability (product optimization is based on data) and so on. Comprehensive quality and values are common, such as identifying with company values, team culture, achievement direction, goal direction, autonomous driving and so on.