Without teachers, teaching cannot be carried out, and without teachers, students can't stay. The recruitment of personnel in training schools is not to wait for vacancies, but to recruit at any time and interview at any time. Only by expanding the number of on-site interviews can we recruit more talents and the chances of recruiting high-quality teachers are great.
So how to effectively recruit and master the methods and skills of recruitment? Next, I will explain them to you one by one.
▌ Recruitment process
Put forward the recruitment demand → analyze the recruitment demand → select the recruitment channel → resume primary selection → fill in the recruitment application form → initial test → second interview → final decision → salary negotiation and verification of academic qualifications and resume authenticity → approval of proposed employment.
▌ Recruitment implementation
Put forward recruitment demand: the employing department puts forward recruitment demand and provides clear basic recruitment information such as job requirements, job responsibilities, number of recruits, and superior-subordinate relationship.
Demand analysis: Doing a good job of demand analysis before talent recruitment can greatly improve the recruitment efficiency and reduce the recruitment cost.
Demand analysis can be carried out from the following aspects:
Analysis of basic job responsibilities and job requirements
If the position recruited is a vacancy caused by personnel transfer or resignation, do you want to analyze whether the original incumbent meets the job requirements? Why did you transfer or leave your job? Wait a minute.
If it is a new position, you need to know the purpose of the new position, the reporting relationship between superiors and subordinates, main job responsibilities, ability requirements, salary range, and even further understand the employment habits of the demanding departments.
Analysis of team development stage and existing personnel collocation
The recruitment needs of entrepreneurial teams and stable development teams should be different. For departments that explore new fields or new businesses, it is necessary to pay attention to the business expansion ability of job seekers; For departments with mature business, we should attach importance to the ability of comprehensive management.
The collocation of newcomers and existing team members also needs to be considered. For example, the personality complementarity of members in the team, the echelon of team talents and so on.
Analysis on the Supply of Talents in Market Positions
After the analysis of the above two aspects, if there is still no suitable target recruitment crowd, it is often because of two situations: first, the industry competition and talent demand competition are fierce, and the required talents are extremely scarce; Second, there are no similar jobs in emerging industries, and there is a lack of mature talents available in the market.
When the above two situations occur, the recruiter needs to feed back the market information to the employing department, suggesting that the employing department break down the job responsibilities or appropriately reduce some requirements for the recruitment position, or try to recruit people with good comprehensive quality and competent potential for training.