Three Requirements To Be Solved In Recruitment

　　 I. market demand

　　 market The demand refers to where our recruited talents are recruited through what channels. When we clarify the recruitment criteria, we have to analyze the recruited personnel there, and understand the characteristics of the local talent market is the key to our choice of recruitment channels. If we do not know the market of our recruiting talents, then we can not correctly select recruitment channels.

If our channel is single or the channel of choice is not suitable for our recruitment of talents, then we may find it difficult to recruit in time. Some spent money but no effect, others spent time but no effect.

We have chosen the recruitment channel well, and we must clearly attract. personnel For the small and medium-sized enterprises, the advantages are generally from the following aspects:

Companies and culture attract. Good and excellent corporate culture is the first requisite for attracting talents. Therefore, in recruiting and planning copywriters, companies should spend a certain amount of ink to introduce and describe the company and corporate culture, including the history, development scale, development goals, values and talents.

Position and development attraction. A good position and space for development are also indispensable factors for attracting outstanding talents. For example, some companies promise that "the company will provide a broad space for development". In fact, this commitment is also very empty like the above mentioned "providing good treatment". Candidates are more willing to see practical things, such as induction training, employee professional training, middle and high level management training, on-the-job education, perfect career development passageway and career system, providing career guidance, etc., so that the applicant can feel the real space.

　　 Two. Human needs

People's needs refer to what kind of people we need and when we need them. What kind of people do we need is the standard to solve them. As long as we have a clear standard, the personnel department, recruitment commissioner or manager and company leaders are in need. Interview There are consistent standards and opinions in the process. In this process, the recruiter or manager must have more communication with the employment department and company leaders. If we are not able to reach a consensus, we will do a lot of useless work and the staff will not be able to get there in time.

When solving the problem of what people need, the next step is to solve the problem of time needed. When the problem is, we need to solve the recruitment plan and confirm the recruitment needs. We need to understand the needs of the employment department in formulating recruitment plans. We must understand the needs of the personnel department and understand and predict the turnover of employees. We need to understand the company's strategy and personnel structure in order to make human resource planning, but all these need some effective historical data. Therefore, for some small and medium sized enterprises, there may be no human resources planning. We can not do or can not formulate effective human resources planning, so recruitment is always a fire recruitment.

However, whether our company's strategy is clear or not, we have to make human resources planning, even if it is simple. But when we do human resources planning, we can not think that human resource planning is staffing plan. Staffing plan is only part of the human resource planning. We need to take stock of human resources, analyze the structure of talents, such as age, specialty, knowledge, skills, etc. Only by solving the problem of personnel needs, our recruitment is basically not "fire extinguishing" recruitment.

　 Three, post needs

Job demand refers to whether our recruited staff is suitable for the position, whether the job needs recruitment and whether it is from outside recruitment or by other post personnel instead of staff promotion, whether there is a clear main responsibility for the position or whether there is a complete effective job description.

In order to solve these problems, you have to have a job description. If it is not or very simple, you have to do some basic work - job analysis (job analysis) set up a job description, a job description, and clear the main responsibilities of the job, there is a more clear standard for our candidates.

When we solve the job description, we also need to analyze the recruitment needs of the Department, analyze whether it really needs recruitment and whether it can be solved through internal recruitment or promotion. To solve the problem of whether the recruiter is suitable for the position, there must be good recruitment means, that is, a good and effective interview method and some interview skills. With these, a good interviewer is also required. It is necessary for the interviewing officer to conduct some interview skills and interview method training.