The recruitment process is 1 1. You should be prepared before applying.

1. Recruitment preparation: information you need to know before cooking.

2. Grasp the recruitment needs: treat the business department as a customer to meet and guide their needs.

3. Selection of recruitment channels: What method should be chosen for recruitment? How to make a good job advertisement?

4. Resume screening of websites: Do you think that 90% of the time must be wasted when screening resumes? How to deal with Haitou resume?

5. headhunting management: you should know what headhunters need to do for you.

6. Telephone interview: What else can you do in the telephone interview? What should I do if I don't come to an interview?

7. Interview: Does the interview really need to shine or even look at the face? How to do a good interview?

8. Face-to-face communication: What do you do when you disagree with the hiring manager?

9. Offer negotiation: Be aware of the offer before talking about it.

10, TalentPool: It is necessary to build a talent pool from time to time. Sometimes HR will encounter an urgent move. If a lot of talents are collected at this time, it will be like a spring breeze. So how can we do a good job in talent pool?

1 1, Employment Tracking: What can HR do after arriving at the post?

1. Recruitment preparation: information you need to know before cooking.

When HR took over the recruitment job, it was like a chef walking into the kitchen. You must know why you cook (mentioned in the previous paragraph), what you cook (which positions you want to recruit and which you often recruit), who to feed (who are the hiring managers), where the ingredients and assistants are (available recruitment channels, funds, headhunting resources, and even competitors' resource pools). Those dishes are the main courses, which need more firewood, time and even tools (there are always some jobs that are difficult to recruit, with high turnover rate or special requirements). Where is the difficulty).

2. Grasp the recruitment needs: treat the business department as a customer to meet and guide their needs.

Receiving recruitment demand is the first step of recruitment.

In general, HR will see the job description. Secondly, hiring managers will express their needs. For example, "CET-6, who has worked in an industry for several years and used ERP, must be very smart!" But have you ever tried that when you find a job description and their oral description, they don't necessarily want it? . Why is this?

It's like, when you buy a house, you tell the salesman, I want a two-bedroom and one-bedroom house in a certain community, which floor is it facing? Some sales go directly to find you a house. And the excellent sales in my mind will explore your fundamental needs: who will live in the house, why should we consider this community, how much down payment and so on. . After digging out the fundamental needs and giving advice based on professional knowledge, I feel that I can be more considerate of customers and provide value-added services than ordinary sales.

So is HR. In the face of the so-called requirements, we should think more about the reasons behind it and help them figure out what kind of people they really want. For example, why does he want CET-6, whether he speaks or writes at work, and who he communicates with. In this way, it may not be CET-6, but excellent English is ok. And what does it mean to work in an industry for several years? What do you want him to do? What is the level of ERP? How do employees with good performance perform, how do employees with poor performance perform, and so on. . Finally, confirm and guide whether he wants such employees. Not limited to superficial academic certificate experience.

When the hiring manager is unwilling to describe these details, or the description is unclear. You can learn from the people who really do this job, confirm it with the hiring manager and improve it. And share market information and salary budget, and discuss his work priorities together.

Also, the background of why you want to recruit this person should be clear. Whether it's business expansion or new addition, whether it's people leaving or being fired. . Still. .

This step is very important! Help business departments find out what their needs are in order to recruit suitable talents; In addition, it is also a good opportunity for HR to establish good communication with the hiring manager. In this way, in the interview, you have the same goal; After the interview, communicate in similar language. It is easy to have a more accurate judgment on the candidate.

3. Selection of recruitment channels: What method should be chosen for recruitment? How to make a good job advertisement?

First know what the recruitment channels are, and then talk about what to choose. At present, the main recruitment channels are: network, job fair (including campus recruitment), employee recommendation, headhunting, internal competition, resignation and re-employment, HR targeted recruitment and dispatching outsourcing.

The most common online recruitment methods are Worry-Free Future, ChinaHR.com and Zhaopin.com ... I used all three of them last year, and compared them: 5 1 has the most resumes, and the number of people recruited by Zhilian is similar to 5 1. During the period of talent adjustment, the effect is average. For the north and south regions, 5 1 has a better reputation in the south and Zhilian is better in the north. There are also some local websites or professional websites.

Employee recommendation is a cost-effective way. HR encourages employees to introduce colleagues and friends to join the enterprise through some incentive systems. The average employee knows the company and the candidates, and the stability is high. Especially in recruiting workers.

Headhunting recruitment is an efficient but costly way. Jobs that are difficult or urgent are usually done by headhunters. The service fee is 20%-30% of the annual salary of the post.

Campus recruitment is suitable for companies that need a large number of talents and cultivate them. If large enterprises set up scholarships in schools, or conduct targeted training and internships. Let students know about the company and get in touch with work when they are students. It is a good virtuous circle for cultivating them in the future.

The previous job fairs for workers were mainly on-site job fairs. Now there is also a trend of network or scheduling outsourcing.

I won't introduce the others one by one.

Secondly, do a good job advertisement from the perspective of the applicant. For example, a brief description, whether to choose Chinese or English, what are the key words, where is the address, how to briefly introduce the company, benefits, subordinates and so on.

I saw someone write "recruitment" in two big letters at a job fair, which was worthless. Will job seekers not know that this family is not here to recruit?

4. Resume screening of websites: Do you think that 90% of the time must be wasted when screening resumes? How to deal with Haitou resume?

HR receives at least hundreds of resumes every day. Will you read them one by one? Do you feel that most resumes have to be deleted? According to some surveys, an average of 8 people can be interviewed before an offer can be issued. As HR, do you feel that more than 90% of your time must be wasted? Do you think this is a screening job? That's the price! It's paying! Very hard! I feel the same way as a newcomer to the recruitment, for fear of missing a suitable person.

Then change your mind: what is the purpose of your resume screening? Find that 10% suitable talent, right? What are the characteristics of these people? What does your resume reflect? The answer comes out: some are education, some are age, some are special skills, and some are special words used.

So can you take advantage of the screening function of the website, look at your resume first, and then search for "keywords" in your resume? If these are not available, it is not too late for you to relax the conditions.

For Haitou's resume, you can avoid the above methods. Of course, if you especially don't like Shanghai voters, you can set it on the website.

5. headhunting management: you should know what headhunters need to do for you.

What difficult or energy-intensive positions do headhunters mainly complete? If you want a headhunter to help you, you must be clear about at least two things: let him know your clear requirements and your prescribed reporting information.

If the requirements for headhunters are not clear enough, headhunters will throw a few stones to have a look. Some HR will throw it to the employing department. I don't recommend this. If you communicate clearly with the hiring manager in the early stage, you should know the important people. Throwing stones like this is unprofessional.

If possible, help headhunters target groups, even companies.

If you use a lot of headhunters, it's best to let headhunters use your report template to classify candidates. In this way, if you want to write a summary of information, you don't have to extract it from your resume yourself.

6. Telephone interview: What else can you do in the telephone interview? What should I do if I don't come to an interview?

Telephone interview is a simple communication with the applicant after confirming that the resume meets the requirements. Mainly to confirm basic information and simple questions. Generally 5- 10 minutes. If I can, I will leave an interview intention. If necessary, summarize your resume and attach the telephone interview summary to the hiring manager.

The telephone interview should filter out those who do not meet the hard conditions: most positions in the foreign company where I work have requirements for English. Therefore, more than half of my telephone interviews were conducted in English. If you can't speak English, you won't have an appointment. In addition, the salary should also be roughly understood.

Telephone interviews should also be prevented in advance, because there are some problems: for example, Beijing is very big, and many people don't come for interviews or find jobs because of the distance. I will inform the company of the location and shuttle bus in advance. Ask him if he thinks there's a problem. Also, the salary.

In a general telephone interview, I will introduce the company in English and ask him if the geographical location is acceptable. Ask about your current job profile, reasons for leaving your job and expected salary. If it is suitable, I will ask him when it is suitable for the interview, and then ask the hiring manager when. If it's not suitable, I'll say it's not suitable for him for the time being, and I'll contact you later If I need to communicate with the employer, I will also say that if the employer is interested, I will contact him again.

If I do an interview, I will make an email template with company introduction, map and bus route. It is convenient for candidates to interview.

7. Interview: Does the interview really need to attract attention or even look at the face? How to do a good interview?

First, about the interview form: there are group interviews, one-on-one interviews and one-to-many interviews. Group interviews are generally used for fresh graduates or those who don't pay much attention to experience. There are many candidates, mainly depending on personal behavior characteristics. One-on-one interviews are common. Human resources and managers and candidates. One-to-many interviews are used in high-end or stressful positions or positions with more work reports.

Second, about interview skills, general HR books will mention: structured interview, unstructured interview, semi-structured interview. Star principle, competency model, etc.

There are many books that say that knowing people depends on face, eyes and temperament. If you are interested in this aspect, you can pay attention to it, but I don't recommend it as the basis for judging candidates, which is easy to be confused. Micro-expressions in different states, conscious actions and language can be understood.

The purpose of these external skills is to recruit the right people. What is the right person depends on what kind of performance the company wants this person to make. This needs to be clear in the process of communication with the employing department: discuss the difference between good performance and bad performance with the employing manager and determine what kind of employees are suitable. In addition, the idea of behavioral interview method is to predict the future work situation from the past behavior of candidates. Applying the star rule in the interview is beneficial for the hiring manager and HR to ask questions.

Third, grasp the interview questions:

20/80 principle, show candidates their opportunities. When it is found that candidates are not good at expression, it is necessary to guide questions and outline the whole picture.

According to the actual work content, we should design a list of questions and examine the candidates in a targeted manner. For example, when a supervisor and his subordinates talk about key differences, he is dealing with quality problems. People with good performance have strong professional ability and can find suitable people to communicate, meet and assign tasks. People who don't perform well don't know. When others pass the buck, they will feel puzzled and depressed because they can't push it. Then, through comparison, we can find that excellent talents need to have: quality judgment, expression ability, interpersonal communication ability and self-motivation ability under pressure. After refining these, we can focus on these points.

In addition, some key issues must be considered: for example, the applicant's job-hunting motivation and work planning are all worthy of attention. Can the company provide the platform he wants, and can he integrate into such corporate culture and team?

Fourth, the key point of recruiting the right person: the improvement of HR's own ability and quality. I don't know the difference between excellent talents and ordinary talents after reading it. Even if there is a complete question and question bank, there is no way to distinguish it. This requires daily understanding of the business and communication with the manager. You also need to learn and understand what a good talent is.

Give an example of being "mistaken" in your own recruitment. When I first started recruiting, I recruited a personnel assistant. Seeing a girl is very modest and polite during the interview, which makes people very comfortable. I feel that her communication must be very good. I think, isn't this the trait that HR needs most? I confessed, only to find that I was wrong: the attitude in the interview has nothing to do with the attitude at work. Being polite to others is not the whole of good communication. If HR needs communication skills, where should it be displayed and what kind of effect should it achieve? I didn't think about it then.

I really didn't understand how to do a good interview for a while. If you simply want to work hard at this point, I am afraid it is difficult to make a breakthrough. Only with correct evaluation logic and a ruler in mind can we measure outstanding talents. Therefore, as HR, if you want to be correct in the interview, you must observe and summarize more in your work. The most important thing is to be an excellent self. Otherwise, it will only be a blind man touching an elephant.

8. Face-to-face communication: What do you do when you disagree with the hiring manager?

I once met a situation where an engineer candidate frequently jumped ship. Asked about the reason, he said it was all because the boss loved to dress him up and had a negative attitude towards life. But the new manager happened to take a fancy to his work experience and said that he was a good reader. I made my point. His side still wants him to join. I asked my seniors how to persuade the manager to adopt my opinion.

The elder said, why are you talking to him? I said, of course, stop people who shouldn't go in. The senior asked again, will it be good for this department to block the door? Clear water means no fish, especially the new manager. He needs to learn to know people and choose people. Meeting a "prick" can just exercise his ability. Besides, you said he might not believe it. Might as well practice. It's not good.

Finally, the candidate resigned during the probation period. However, I think the predecessors were right. The manager must have got something valuable from the manager.

In another case, the interview also passed. But that candidate fought a lawsuit with his former company over patent issues. I didn't have a resignation certificate, so I explained it to you after the interview and said I hoped to be flexible. In this case, for the sake of the company, even if he is excellent, he can't bring it.

Therefore, when there is a disagreement with the hiring manager, I suggest that the opinions and reasons should be stated, but the manager's opinions should be respected. After all, he is employing people. But apart from principle.

9. Offer negotiation: Be aware of the offer before you talk about it.

At this stage, the company is already interested in hiring candidates. If it weren't for this time, it would be a little late to ask the candidate's expected salary.

There is a real example, which a friend told me. After his last round of telephone interview with the people at the headquarters, the HR there didn't hang up well. He heard the opinions of the people at the headquarters and said that this person is very good. Anyway, I must get him. Hearing this, my friend hung up the phone silently and asked for twice the current salary.

Therefore, it is necessary to know the salary expectations of candidates in advance. The approximate salary during the telephone interview and the face-to-face salary structure of the formal interview are detailed. Verify his current salary status and ask about his future expectations. In order to know ourselves and ourselves. In face-to-face communication, it is easy to see the other person's interest and predict his salary expectation.

When recruiting, each position has a salary budget based on the salary system. You don't usually have to struggle. Explain clearly the company's welfare and salary structure.

I met another example. When an applicant interviewed me, he said that he could accept a certain salary from the company. But after interviewing a manager, the salary expectation suddenly went up. As soon as I got to know him, I knew that the manager gave him the idea of wanting him 100%, which made him proud and increased his salary expectations.

Therefore, the work of salary negotiation should be done in the front: in addition to knowing ourselves and ourselves, we should also use the hiring manager to keep a straight face. In addition, when several candidates are good at the same time, TOP 1 does not accept the OFFER, and don't tell others the result. Before talking about the quotation, predict the possibility and countermeasures that this person may not accept the quotation.

10. TalentPool: talent pool needs to be established from time to time. Sometimes HR will encounter an urgent move. If a lot of talents are collected at this time, it will be like a spring breeze. So how can we do a good job in talent pool?

First, make records during the interview. For good candidates, but temporarily unable to join the job due to salary, establishment and other reasons, mark them and keep them. Keep in touch and ask them if there are any vacancies first.

Second, understand which positions have high turnover rate or are difficult to recruit. This kind of position can be put on the recruitment website to collect resumes. So it's easy to have a resume screening when needed.

Third, cooperate with headhunters to understand the structural talents of competitors. Know where the high-end talents are

Fourth, establish a good relationship with the business and learn more about the possible talent demand for business development.

1 1. Employment tracking: What can HR do after arriving at the post?

In fact, HR recruiters can do many things: for example, find out others' comments on new employees and verify their own judgments on people. Do a good job in probation interview to promote the running-in between employees and managers. Keep in touch with new employees and managers to avoid problems during the probation period and prepare for re-recruitment.

In the outline, there are actually three other topics. I haven't written yet. These three topics are the most valuable. I think we should reconsider. Let's work together!