The most worrying thing for employers is that although it costs a lot of money, the efficiency of recruitment is still "zero" - either not recruiting people, or recruiting the wrong people. Even people who have been hr manager jobs in the business for a long time can still make unexpected mistakes. So how to control the recruitment process and make sure to hire new employees who are both talented and fit in line with organizational culture? The following step plan will be a powerful tool to help hr manager jobs solve this difficult problem.
1. Focus on job description
As an employer, you must have certain knowledge about the positions that the company needs to recruit. The more time you invest to learn, the more detailed and accurate your job description is. A standard job description needs to meet all the content, form factors should show the unique characteristics of the business, which is also a pretty good brand identity.
2. Select the appropriate posting channel
Depending on the position, the employer should be flexible in choosing a job posting. For example, when it comes to recruiting office positions, think of reputable recruitment sites such as Faro recruitment ... When you need to recruit popular positions such as workers or drivers, use forms of posting on paper newspapers, local employment centers or directly hanging banners outside enterprises. In addition, you should also learn about the strengths of each recruiting website to ensure your job offers reach the right candidates for your company.
3. Look carefully at the application file
After posting the recruitment information, you have received many resumes from candidates. Now is the time to be careful about your screening. If you are not serious from the beginning, you will only make yourself waste of interview time in vain. Please evaluate the overall personality, interests, reference information ... rather than focus too much on the candidate's work experience.
4. Find the relationship between the candidate and the corporate cultural environment
Rely on your personal experience and observe your peers to determine, with the personality and orientation candidates, that will fit the culture the company is building. You can ask candidates to talk about their dream work environment, even you can talk about the negative aspects of your company to see how they react. Choosing candidates with suitable experience is not difficult. The difficulty is how to find candidates who have both appropriate experience and good adaptation to the cultural environment. In this way, they can only stick with the organization for a long time - a sign that the recruitment activities are really effective.
5. Do not judge based on feelings
Do not let your emotions overwhelm your mind in the candidate evaluation process. They may be bright people, have good communication and have a good sense of humor, but they can also be great liars. Ask random questions, do not follow any rules to test their ability. Believe that through the feedback and answers you receive, you will quickly identify the outstanding candidate.
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