How to make scientific employment decisions, how to make scientific employment decisions

First of all, there must be clear employment needs. If you don’t know what kind of personnel to recruit, such recruitment will undoubtedly not achieve good results. If you want to recruit the talents that the company needs, you must first conduct a job analysis. On this basis, you must clarify the qualifications and responsibilities of the job requirements. As well as the specific number of personnel needed, etc., it will greatly promote the smooth implementation of recruitment work.

Secondly, there must be a comprehensive recruitment plan. When the employment needs are clear, specific recruitment channels need to be selected in a targeted manner. Whether it is on-site recruitment or online recruitment, campus recruitment or social recruitment, it must be determined according to the specific recruitment position. In order to ensure the recruitment effect, it is necessary to advance Develop a recruitment plan and recruitment process, and clarify the details of the entire recruitment work.

Third, there must be standardized recruitment notices. Recruitment is actually the first mirror of an enterprise, and the most intuitive manifestation of this mirror is the recruitment notice. Therefore, recruitment notices are very important to show applicants the initial image of standardized management of the company. In addition, good recruitment notices can capture the key needs of applicants and attract more people to apply.

The fourth is to be able to effectively screen resumes. Resume screening is very important for recruiting suitable personnel. On the one hand, effective resume screening saves the entire recruitment time and improves recruitment efficiency. On the other hand, effective resume screening increases the accuracy of recruitment. Therefore, it is necessary to develop a reasonable resume screening process and to train recruiters on screening techniques.

The last step is the scientific interview process and background investigation. Interviews cannot be judged solely by experience. When necessary, appropriate interview methods and assessment tools must be selected based on the actual situation of the position. Currently, the more popular ones include structured interviews, leaderless group interviews, and some personality and psychological assessment tools. Through the combination of personal experience and scientific methods, interviews will be promoted to achieve better results.

After passing the interview, in order to ensure the effectiveness of recruitment and avoid employment risks, it is necessary to verify the actual situation of candidates for some key positions through background checks. In fact, background checks can also be conducted before the interview, but more often after the interview is passed.