1. Determine the recruitment requirements
Recruitment generally begins with the proposal of recruitment demand. Recruitment needs are usually put forward by the employing department. Because the recruitment demand is often subject to the organization's personnel budget, the employing department should analyze the actual work demand and business changes together with the human resources department to determine the personnel budget.
Personnel recruitment needs generally arise from the following situations: creating a new organization; Existing positions are vacant for various reasons; The organization's business continues to expand; Adjust unreasonable personnel, etc. , and put forward the demand for personnel supplement.
(1) Put forward the recruitment demand. According to the unified human resources planning of the organization, or according to the long-term or short-term actual work needs, all departments accurately grasp the demand information of relevant organizations for all kinds of personnel and determine the types and quantities of personnel recruitment.
(2) Fill in the "Personnel Requirement Form". The human resources department can make different personnel demand tables according to the specific situation, and should make a "demand table" according to the job description, including the following contents: ① the department and position of the required personnel; ② Work content, responsibilities and authority; (3) the number of people needed and what kind of employment methods; ④ Basic information of personnel (age, gender, etc.). ); 5 required education and experience; ⑥ Hope skills and expertise; ⑦ Other contents that need to be explained.
2. Determine the number of recruits
The recruitment plan should determine the number of people to be recruited and the personnel needed to achieve the required employment rate. In order to ensure the rationality of the organization's human resources composition, the number of recruits in each year should be generally balanced. The determination of the number of employees should also consider the distribution and promotion of employees after employment. In addition, according to previous recruitment experience, it is necessary to determine how many people should be attracted to apply for the actual job in order to achieve the required recruitment rate. You can use the "recruitment pyramid" to determine the number of recruits.
Estimated recruitment time
An effective recruitment plan should also accurately estimate the time interval from candidate application to employment. As the labor market changes, these data will also change.
4. Determine the scope of recruitment
Determine the scope of recruitment, that is, within what scope to recruit. When determining the recruitment scope, the first thing to consider is the characteristics of the recruitment position. For example, managers and professionals of organizations can be recruited nationwide or regionally, technicians can be recruited in regional or local labor markets, and grass-roots staff such as clerks and blue-collar workers can be recruited locally. In addition, the level of economic and technological development in the region where the organization is located and the situation of the local labor market will also affect the determination of the recruitment scope.
? 5. Determine the recruitment criteria
In addition to personal basic information (age, gender, etc. ), the employment criteria can be determined from work-related knowledge background, work skills, work experience, personality quality, physical fitness and other aspects. When defining the specific standards of each aspect, we should further distinguish which qualities are necessary for job requirements and which are expected of candidates.
Recruitment is a series of activities organized to attract more and better candidates, including the formulation and approval of recruitment plans, the release of recruitment information, and the collection and collation of applicants' applications. Recruitment plan is the basis of recruitment. The above describes the five major contents of the recruitment plan for everyone, hoping to help you. For more information about human resource management, welcome Xie Zhengrui's consulting service on human resource management. Content source: network link