The first step in recruiting is to select the first step of recruiting, and help you complete the recruitment work in 4 aspects
In order to enable enterprises to develop better, faster and more efficiently in the market competition environment and improve operational efficiency, talent is the top priority, and recruitment is the first step in talent management.
How to better recruit personnel is related to the entire talent management after the enterprise. Only people who are suitable for each other can better reflect the value of both parties and grow together.
Therefore, in order to enable enterprises to seize the talent opportunities, recruitment is particularly important. So how do you recruit people for your business?
To prepare for personnel recruitment
Intervene from the recruitment needs of the enterprise, analyze the positions required by the enterprise, the types of talent needs, and plan the talent development strategy.
Carry out the summary of the number of post personnel, the requirements of the post direction, and the compilation of the post personnel and job responsibilities.
The formation of the recruitment team, the members of the recruitment team and their responsibilities should be clearly defined, and the quality of the personnel should be excellent, so that talents will not be missed when recruiting.
- Develop a recruitment plan, which includes: the content of the recruitment plan, the principles for the formulation of the recruitment plan, the recruitment plan formulation process and the recruitment budget, etc.
Only when the preparatory work is done, can each recruitment work be carried out in the quickest, most convenient and purposeful way during recruitment, without wasting unnecessary time and hindering the enterprise in the recruitment of personnel.
Make a good choice of recruitment channels
In order to ensure the selection of the best recruitment channels, it is necessary to understand the channels of recruitment channels and consider the factors that affect the selection of recruitment channels.
Understand the ways of recruitment channels. Recruitment channels are divided into internal recruitment and external recruitment. Internal recruitment is divided into 5 methods: job promotion, job transfer, job rotation, re-employment, and employee recommendation. There are 6 common external recruitment methods: media Advertising recruitment, online recruitment, headhunting companies, talent agencies, on-site recruitment, campus recruitment, social platform recruitment.
Consider the factors that affect the selection of recruitment channels. Recruitment channels are not static.
It can also be flexible. The selection of recruitment channels is good or bad, and the results can directly reflect the quality of candidates and the standards required by the enterprise.
When choosing recruitment channels, we must carefully analyze the impact of each recruitment method on the results of recruitment, so as to recruit the best personnel for the enterprise in the shortest time and save the cost of recruitment costs.
Compiling and posting job postings
Recruitment information is also called recruitment advertisement. In order to make job seekers have a quick understanding of the company and the position, and also for the company to quickly attract outstanding talents, a text introduction to the company and the position is made.
The content of recruitment information generally includes 4 aspects: company profile, job information, materials that applicants need to provide, and other information.
Under normal circumstances, after the recruitment information is compiled, it is necessary to select channels to publish. Common publishing channels include TV advertisements, recruitment websites, newspapers, magazines, etc. The channels for publishing recruitment information should be consistent with the recruitment channels.
Implementation of the recruitment process
Resume screening. When screening resumes, you should correspond to the job description, and conduct an objective and fair screening based on the requirements of the job description.
Conduct an interview. Interviews are divided into preliminary, re-examination, and final examination. Generally, companies do more preliminary and re-examinations. During the interview process, job seekers will also be judged in various ways, such as one-on-one interviews, stress interviews, situational interviews, etc. .
Salary negotiation. Salary negotiation is based on the job-seeker's expected salary, the job-seeker's professional ability and the market salary survey standards, etc., and through certain negotiation skills, the job-seeker's final fixed-post salary is determined.
To sum up, the above is the whole process of enterprise recruitment. Only by considering the above contents in personnel recruitment can we use the most professional qualities to deliver the best talents for the enterprise to save the cost of recruitment costs in the shortest time.
The first and most critical step is to choose the cultivation, retention and elimination. Recruiting suitable employees will make the enterprise more effective in training, and can also allow employees to reflect their own greatest value.