• <abbr id="ck0wi"><source id="ck0wi"></source></abbr>
    <li id="ck0wi"></li>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li><button id="ck0wi"><input id="ck0wi"></input></button>
  • <abbr id="ck0wi"></abbr>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li>
  • Home >

    Five Ways To Improve The Recruitment Efficiency Of Enterprises

    2014/3/11 22:58:00 43

    Enterprise RecruitmentRecruitment EfficiencyEfficiency

    < p > < strong > 1, < a href= "http://www.91se91.com/news/index_c.asp" > flow < /a > /strong > /p >


    Before P recruitment, HR should calm down to sort out the process.

    At present, online or all kinds of books and materials have a clear description of recruitment process: recruitment plan, recruitment, application, interview and employment.

    Counting down, the recruitment process has five points.

    Many HR do not know clearly about the process, and do not pay much attention to it, resulting in a great discount in recruitment effect, and even more management of internal friction.

    < /p >


    < p > when a HR recruits an in-house employee, the general manager will ask who recruited the employee.

    So, HR hurriedly sought the theory of the relevant department manager.

    Finally, the boss denied the job.

    HR has the cheek to do the dismissal work, appears very passive.

    In the entire recruitment process, HR is not clear about the process, and has no strict control. The manager of the Department freely says that HR is busy recruiting, and the recruited personnel are actually not compiled and reserved.

    < /p >


    < p > successful a href= "http://www.91se91.com/news/index_c.asp" > recruitment < /a > there must be strict process control.

    From the demand generation to the final recruitment, HR must clearly define the process and all the links, otherwise it will easily lead to the failure of recruitment, resulting in greater opportunity cost and lower productivity.

    < /p >


    < p > strong > two, a href= < http://www.91se91.com/news/index_c.asp > demand < /a > /strong > /p >


    < p > demand is the premise of recruitment activities.

    If the demand determination work is not done well, it will inevitably result in low efficiency or failure in recruitment.

    First of all, HR should have sufficient communication with the Department Manager to communicate the causes and necessities of job vacancies. Then, HR should design reasonable schedule of requirements, many posts are professional and technical, and HR's understanding of such jobs will not be very thorough. Therefore, it is necessary for personnel departments to clearly write their job responsibilities and qualifications. Finally, HR needs to examine the supplementary documents and submit them to higher level leaders for examination.

    < /p >


    < p > < strong > three, fixed channel < /strong > < /p >


    After "P > job vacancy determination, HR needs to think about the way to fill it.

    The determination of channels is closely related to demand analysis.

    Generally speaking, after the emergence of job vacancies, there are two ways to solve them. One is to carry out work re analysis or to solve overtime, and the two is to recruit.

    < /p >


    < p > recruitment is also divided into internal and external ways.

    HR needs to analyze the position to determine whether it is internal or external.

    If it is external, it needs to decide what media to publicize.

    There are quite different ways to find jobs in different posts.

    HR should understand these comparisons and locate them accurately after producing demand.

    < /p >


    < p > < strong > four, fixed caliber < /strong > /p >


    < p > HR personnel should be familiar with and understand the company's main business, scope, organizational structure and job status.

    If it is not clear, it is necessary to communicate with the relevant departments as soon as possible.

    After making clear these information, HR has to do one job: unified caliber.

    It can't be a person to go out for recruitment, so everyone should answer the same question. Of course, it does not require a good word, but the general meaning should be consistent.

    For example, when answering the sales volume of the company last year, you said nearly ten billion, he said more than 100 billion, so the applicant will be puzzled.

    < /p >


    P > consensus is also a manifestation of the professionalization of recruitment, reflecting the improvement of a company's HR.

    < /p >


    < p > < strong > five, setting method < /strong > < /p >.


    < p > method refers to the interview method applied in the interview.

    There are many ways to interview, and which one should be used specifically, HR should be clear in mind.

    Each interview method has its own characteristics.

    How to develop the characteristics of these methods and maximize the efficiency of interview is the essential ability of every HR.

    < /p >


    < p > for general management positions, structured interviews are used to save time. At the same time, it can also answer HR's doubts about most of the applicants. For intermediate positions, the effect of quality assessment and semi-structured interviews is relatively good; for senior positions, the use of basket and informal talk is relatively effective.

    < /p >


    < p > each company has its own recruitment system, and the process is different.

    HR should be very clear about the recruitment process, and at the same time, clear the purpose of every link in the process.

    Only by knowing the meaning of the process and the operation of each link can HR make the recruitment work more efficient.

    < /p >

    • Related reading

    淺析設(shè)計效率標準的一般過程

    Efficiency manual
    |
    2014/3/11 13:09:00
    9

    Several Principles For Determining Efficiency Standards By Inventory

    Efficiency manual
    |
    2014/3/10 20:55:00
    27

    解讀企業(yè)如何利用合理的管理制度提高效率

    Efficiency manual
    |
    2014/3/10 20:03:00
    31

    Interpretation Of The Biggest Characteristics Of Efficiency Management

    Efficiency manual
    |
    2014/3/10 19:47:00
    20

    Analysis Of Work Efficiency And Effective Management

    Efficiency manual
    |
    2014/3/10 18:22:00
    22
    Read the next article

    兩會代表思考紡服行業(yè)轉(zhuǎn)型升級

    今年,是中國全面落實改革的開局之年,各行各業(yè)都在為轉(zhuǎn)型升級做著努力。作為傳統(tǒng)行業(yè)的紡織服裝業(yè),也在這股改革的浪潮中思考著自己的轉(zhuǎn)型升級之路。8日,中國紡織工業(yè)聯(lián)合會副會長徐文英,全國人大代表、中國絲綢博物館館長趙豐,全國人大代表,從科技創(chuàng)新,品牌建設(shè),節(jié)能減排和產(chǎn)業(yè)遷移等方面表達了自己對行業(yè)轉(zhuǎn)型升級的思考。

    主站蜘蛛池模板: 无限看片在线版免费视频大全| 国产女同志videos| 四虎1515hm免费国产| 乱码卡一卡二卡新区在线| 久久99精品国产自在现线小黄鸭| 456在线视频| 猫咪免费观看人成网站在线| 欧美乱人伦视频| 天堂中文8资源在线8| 又粗又大又黄又硬又爽毛片| 久久精品国产亚洲av无码麻豆| 51国产黑色丝袜高跟鞋| 激情综合五月天| 好硬好湿好爽再深一点h视频| 国产91精品不卡在线| 久久国产欧美另类久久久| 欧美交换性一区二区三区| 欧美成人看片黄a免费看| 大桥久未无码吹潮在线观看| 免费观看大片毛片| 两个人看的www视频免费完整版| 韩国三级bd高清中文字幕合集| 欧洲精品99毛片免费高清观看| 国产精品视频免费一区二区| 亚洲精品无码久久久久AV麻豆 | 一级做一级爱a做片性视频视频 | 国产精品视频色拍拍| 亚洲午夜精品久久久久久浪潮 | 91资源在线播放| 波多野吉衣免费一区| 在线看无码的免费网站| 亚洲综合亚洲国产尤物| 99热亚洲色精品国产88| 炕上摸着老妇雪白肥臀| 国产精品成人不卡在线观看| 亚洲欧美4444kkkk| 91视频完整版高清| 最近最好最新2018中文字幕免费| 国产欧美日韩在线观看一区二区| 亚洲aⅴ在线无码播放毛片一线天| youjizz亚洲|