1. The employing department applies to the superior business department.
When the employing department is short of personnel, it will submit the employment demand to the superior department according to the company process, and then the department will report the situation to the human resources department and start work.
Second, the employing department prepares job descriptions.
Including the main responsibilities of the position; How to measure the post performance and key indicators (KPI) of the post; Post-processing; Personal qualities and skills required for competent work; Clarify the qualifications required for the position.
Third, choose a recruitment plan.
This is what the human resources department should do. Different methods and tools are needed to choose appropriate testing methods to measure the qualifications of people in different positions, such as business ability, enterprising spirit and teamwork. Each different recruitment method has different sensitivity and effectiveness to different indicators, and often combines various tools to measure different indicators, thus forming a complete recruitment plan.
Fourth, train interviewers.
It is impossible for an interviewer to revolve around him, so it is necessary to train the interviewer and train his interview skills. The training of interview skills includes: how to dig out the information you want to know through specific questions, how to observe candidates, how to judge the authenticity of feedback information from candidates, how to cross-contrast and verify from different angles, etc.
After determining the person in charge of recruitment, they should be trained. Interview is really not a simple chat, and proper training for HR interviewers can get twice the result with half the effort.
Verb (abbreviation of verb) Implementation of recruitment plan and writing of talent report
It is very important to host the recruiter and the venue. Generally speaking, all candidates should be tested by the same group of recruiters in the same environment. In addition, specially trained testers can significantly improve the effectiveness of recruitment, because training can encourage interviewers to follow more optimized procedures, thus reducing the possibility of bias and mistakes.
At the same time, the person in charge of recruitment is required to write a talent report, analyze the advantages and disadvantages of talents, give an overall evaluation as a reference standard, and backup materials for subsequent talent selection.
Six, recruitment results and performance in the work.
The purpose of careful recruitment is to find high-performance employees. Therefore, when employees enter the company or move to another new position, human resources practitioners should track his performance level and test the relationship between the recruitment results and actual performance.