1, recruitment plan and strategy
Making a recruitment plan is the core task of human resources department in recruitment. By making a plan, we can analyze the quantity and quality of talents needed by the company and avoid blindness in our work. Recruitment strategy is the concrete embodiment of the recruitment plan and the specific strategy adopted to realize the recruitment plan. In recruitment, we must combine the actual situation of the organization and the characteristics of the recruitment target to inject some dynamic things into the recruitment plan, which is the recruitment strategy.
2. Recruitment strategy
As the representative of the organization, the quality of recruiters is related to whether the organization can attract outstanding talents. So the selection of recruiters is also a corresponding skill.
3. Recruitment time strategy
Follow the law of talent in the labor market and plan recruitment events; Recruitment in the labor market at the peak of talent supply can save costs and improve recruitment efficiency.
4. Recruitment location strategy
Select the recruitment scope; Choose nearby to save costs; The choice of location is fixed.
Formulate effective recruitment strategies:
The first step is the preparation before recruitment: human resource planning and job analysis.
Before recruitment, enterprises need to do two important basic tasks, namely human resource planning and job analysis. Enterprise human resource planning is to analyze and predict the demand and supply of enterprise human resources by using scientific methods, and judge whether the human resources of various positions in the enterprise will reach a comprehensive balance in the future, that is, the balance of quantity, structure and level. Job analysis is to analyze the responsibilities of these positions in the enterprise, what are the job contents of these positions and what kind of people are qualified for these positions. The combination of the two will make the recruitment work more scientific and accurate.
The second step is to determine the recruitment strategy.
Enterprises to carry out recruitment work, generally need to consider the following aspects:
How many people does the enterprise need to recruit?
What talent markets will enterprises set foot in?
Should enterprises employ regular employees or adopt other flexible employment methods?
When recruiting inside and outside the enterprise, to what extent should the enterprise pay attention to recruiting from inside?
What kind of knowledge, skills, abilities and experience do you need?
What legal factors should be paid attention to in recruitment?
How should enterprises transmit job vacancy information?
What is the strength of enterprise recruitment?
The answer to these questions is actually the recruitment strategy. Recruitment strategies include defining the target talents, excavating and upgrading the core advantages of attracting talents, and selecting recruitment channels and methods. Only the correct recruitment strategy can ensure the pertinence and accuracy of our recruitment work. According to the recruitment strategy and the results of human resource planning and job analysis, we can make a detailed recruitment plan.
Commonly used recruitment channels are: Internet, media advertisements, on-site job fairs, campus recruitment, talent agencies, headhunting companies, employee recommendation, etc. How to choose the most suitable recruitment channel for enterprises is often a problem that puzzles us. We can effectively choose the recruitment channels suitable for enterprises through the recruitment channel evaluation form.
Step 3: The enterprise releases the recruitment information to the outside world.
It is necessary to design a job advertisement that can attract the attention and interest of the audience, arouse the job seekers' desire to find a job, and make people take action immediately after reading it, that is, the four principles of attention-interest-desire-action. When writing a job advertisement, you also need to ensure that the content of the job advertisement is objective and true, in line with national and local laws, regulations and policies, concise and clear, and highlight the job title, qualifications and contact information.
The fourth step is the design of interview system.
The ideal interview includes five stages: preparation, introduction, getting into the subject, ending and review. When preparing for the interview, first of all, we should review the application form and resume of the job seeker, and indicate the advantages and disadvantages and the places that need further understanding. At the same time, check the job description. In the introduction stage, candidates ask some relaxed topics at the beginning of the interview to eliminate the tension of candidates and establish a relaxed and harmonious interview atmosphere. In the topic stage, the interviewer should ask questions to the candidates according to the preparation in advance or according to the specific process of the interview, and at the same time evaluate the evaluation elements of the interview evaluation form. In the closing stage, after asking the main questions, the interview enters the closing stage, allowing candidates to ask some questions that they are interested in and the interviewer will answer them. In the review interview stage, the interviewer looks at the interview record and fills in the interview record form completely.
Doing a good job of preparation before the interview, checking the job description and reading the application materials and resumes can help the interviewer make a better judgment on the candidates and help the candidates form a good impression on the company. Due to insufficient preparation before the interview, some excellent potential talents may be lost. The interview process is the process of the interviewer's judgment on the applicant and the applicant's judgment on the company. Therefore, if you want to form a good impression on the company in the interviewer's mind, you must pay attention to the preparation before the interview.