The entire recruitment process should be rationalized and detailed, preferably with specific examples.

Recruitment and selection of generals: follow the three steps of recruitment

As a recruiter of an enterprise, in order to complete the work of "recruitment and selection of generals" with quality and quantity, you should pay attention to the three steps of recruitment. Steps:

The first step is to choose recruitment channels

The success or failure of recruitment depends to a large extent on how many qualified applicants apply. The more people apply, the more The greater the possibility that a company can select suitable personnel, so the reasonable selection of recruitment channels is very important. Because the positions that companies recruit are different, the job requirements and quantity of personnel are different, the arrival time of new employees and the company's investment in recruitment work are different, the recruitment channels chosen by the company's recruiters are also different, which directly determines The source, scope, overall quality, quantity, etc. of the recruitment targets are determined.

The second step is to make the recruitment process efficient

After receiving a large number of resumes, an efficient interview process is very critical to ensure that the company attracts talents in a timely and effective manner. Of course, this process is also accompanied by the display of corporate culture and image. If a good corporate culture and image can be established and maintained while improving recruitment efficiency, it will definitely help the company recruit more and better talents than other companies. Because the talents you value are equally popular in other companies. In the end, who will get them? Under similar basic conditions, the main issue is efficiency. Therefore, before the recruitment work is carried out, the human resources department of the enterprise needs to develop an effective interview process. In the process, in addition to clarifying personnel, responsibilities, and work links, it is also necessary to clarify the time, location and other details of the recruitment work, otherwise the entire recruitment process will look chaotic. There are several key points: 1. Clarify the responsibilities and authorities of the human resources department and personnel demand department in recruitment. The main responsibility of the human resources department in recruitment is to examine the basic qualities of applicants and verify the authenticity of the information. To a certain extent, it selects people from the perspective of the "business owner" (whether the job seeker has the basic requirements required by corporate values) Qualities, personality and ability characteristics), the main responsibility of the personnel demand department is to examine whether the applicant's knowledge, skills and experience meet the job requirements. For professional and technical personnel, recruitment decisions are mainly made by the personnel demand department; personnel for management positions must ultimately be interviewed by senior leaders in charge. 2. Clarify the testing links and testing methods for personnel in different positions. Different recruitment positions have differences in the complexity of the recruitment process and the design of test methods. The human resources department should determine the recruitment links and applicable testing methods and means for different positions in advance, and be able to operate according to the process in an orderly manner. At present, many companies have the same testing procedures and methods for all positions. For example, recruiting a financial director and a clerk requires arranging three interviews. The testing methods are the same. This cannot be targeted. To test the competency characteristics of job seekers that match the job requirements, the seemingly standardized testing links and procedures actually do not work. 3. Clarify the onboarding procedures for new employees. For new employees who have been selected and hired by the company, in order to ensure that they can successfully enter the company in a short period of time, there is a need for standardized entry procedures. This plays a very important role in helping employees feel the company atmosphere and adapt to their job roles as soon as possible. For example, before new employees join the job, inform them in detail of the personal information they need to prepare to avoid future troubles caused by incomplete information; after new employees join the job, different personnel are required to provide supporting services, such as operating training for computers, telephones and other equipment. , office supplies, meal arrangements, etc. Sometimes if one link is omitted, it may affect the psychological feelings of new employees. Only by clarifying the procedures can such problems be reduced or avoided.

The third step is effective screening of personnel

Research shows that the best employees in the same position are three times more efficient than the worst employees, which means that when personnel enter the enterprise Before that, there needs to be a good identification and selection process to select people who have the appropriate skills, knowledge and experience and are willing to work for the company. Therefore, personnel screening is the most critical and technical step in the recruitment process.

●Analyze the collected information and initially divide it into different groups to form a quality table. ●Ask managers who are familiar with the target position to evaluate each quality according to its importance to the target position, and then rank each quality from large to small according to importance. ●Conduct statistics on the evaluation and ranking of managers, and finally produce a formal quality list. ●Quality analysis not only helps us clarify the accuracy of the qualities used to examine job applicants, but also understands which qualities are critical to the success or failure of the target position. All in all, in the actual recruitment of enterprises, the above three steps are the most basic working procedures. Recruiters also need to continuously improve and deepen all aspects of recruitment according to the specific conditions of the enterprise, so as to quickly and effectively select suitable talents for the enterprise. Play an active role.