How to train recruiters?

The quality of recruiters directly affects whether an enterprise can recruit talents more suitable for the development of its own unit. Only when the quality of recruiters is high can they recruit excellent candidates and become the "central defender" of enterprises, so the training of recruiters is very important.

The main task of "central defender" is to analyze and evaluate the demand of training plan, including:

1. Identify organizational needs.

This is a strategic issue. No matter what kind of training, we must first meet the organizational needs of enterprises. That is to say, "why is the human problem a fundamental problem, a matter of principle"!

2. Determine the job requirements.

Training employees needs to be compared with the requirements of job responsibilities, job specifications and job standards. Pay attention to learn to draw training subjects with job requirements. State Grid Corporation of China began to do this work systematically.

3. Review the ability of employees.

This link is the most difficult. Because although employees are a whole, there are great differences and individualization among employees. Not only is the evaluation difficult, but also the workload is heavy.

4. Identify capacity gaps.

This is the most important link. Only by identifying, clarifying and understanding the ability gap of employees can we design and plan the training program well.

5. Choose remedial measures.

Usually we say that training is not everything. Employees have capacity gaps or performance gaps, but this does not mean that there is a need for training. There are many ways to make up the ability gap, and training is just one of them.