How can we do a good job in recruitment?

At present, it is the recruitment season, and recruitment will become one of the key tasks of the human resources department. Now every enterprise realizes that it is very important to recruit the best talents and keep them. Because talent is one of the core driving forces of enterprise development. In order to do a good job in enterprise recruitment, enterprises should pay attention to the following points. 1. Recruitment is not just a matter for the human resources department. For the recruitment of the company, the CEO or department head needs to take the initiative to care, otherwise it will become empty talk. Because they know more about the specific requirements and qualifications of these positions than the human resources department. For small companies, it is very necessary for the CEO to interview in person. For large and medium-sized companies, top managers should also interview candidates who have reached a certain level in their busy schedules. The ideal candidate does not mean that he has unilateral ability, but depends on the following three aspects: 1) the intelligence, knowledge, technology, ability and experience of the candidate who is qualified for a certain job; 2) Interest, goal, energy and motivation; 3) Degree of integration with corporate culture. It is not the best choice for the human resources department to formulate the selection criteria alone, but it should be a better choice for the employer and the human resources department to complete this work together. If the recruitment position is different from the previous position, the selection criteria can be determined from the following two aspects. 1) analyze the professional ability and personality traits that the position should have; 2) Re-examine the personal characteristics and behaviors of people who failed in similar positions in the past. Second, an excellent negotiator with a win-win goal can take into account the interests of both parties and achieve satisfactory results, as well as interviews. You should know the candidate's personal goals and reasons for applying. Understand each other's situation in an all-round way, and only by knowing ourselves can we win every battle. Grasping candidates' personal ideals and helping them achieve their career goals-this is also one of the important tasks for interviewers to complete. To achieve a win-win result, the most important thing is to talk openly with the applicant. The interview is an interactive (not one-way) state from beginning to end, and the result will certainly satisfy both parties. This kind of interview can fully reflect the respect for the candidates and lay the foundation for enhancing the corporate image. Discuss problems with candidates on an equal footing and give them a chance to show themselves. Third, treat people equally. Treat the interview as a business meeting and avoid monotonous question-and-answer dialogue. And if you cooperate in an equal way, then when you get the information you need, you also show respect for the candidates and reflect the company's cultural literacy. In fact, this is also an opportunity to promote yourself. Ask some questions about behavioral characteristics or ability level to see if the candidate has any qualities that are beneficial to the job. Usually, the question is "What would you do if you were in this situation? What methods and measures will you take and what will be the result? " "Did you persuade the team members to accept your proposal? Tell me how you did it? " Wait a minute. This kind of question is mainly to know whether the candidate has the ability and skills to apply, and usually adopts the way of behavioral interview. To ensure that the best talents are attracted. It is suggested to pay attention to the following points in the specific operation: 1) people-oriented orientation; 2) Fully grasp the recruitment process and control the interview time; 3) Make detailed recruitment workflow and time planning. In a word, successful talent recruitment needs to be familiar with these talents in advance, and make an all-round investigation of the ability and background of the candidates. At the same time, we should understand each other's personality and ideals, and combine them with the company's goals and corporate culture to achieve a win-win result.