How do I Become a Recruiter?

The recruitment plan is based on the hiring department's recruitment application, combined with the company's human resource planning and job description, to identify factors such as positions, number of personnel, and qualification requirements that need to be recruited within a certain period of time, and to formulate specific implementation plans for recruitment activities . Recruitment must combine internal training and talent introduction.

recruitment plan

The recruitment plan is based on the HR department's application for increase in personnel, combined with the company's

By regularly or irregularly recruiting all kinds of talents required by the recruiting organization, enrich the human resources system of the organization, realize the reasonable allocation of internal human resources, and provide a reliable guarantee for human resources for enterprises to expand production scale and adjust the production structure. At the same time make up for the lack of human resources. avoid

Recruitment plans generally include the following:

1. List of personnel requirements, including the title, number of employees,

How to make a talent recruitment plan?

Recruitment must combine internal training and talent introduction. This is the principle that HR needs to consider first when determining the recruitment plan.

Internal training and talent introduction are different in determining the employment standards. For the recruitment standards that focus on internal training, you can consider that the recruiting target does not make harsh requirements on actual work experience, but the required recruiting target must have the training Potential, and the recruitment of such talents can take a combination of school recruitment and talent market recruitment; for imported talents, it is necessary to improve recruitment standards in terms of work experience and job adaptability, and ensure that the talents introduced are immediately available Entering the job role, the recruitment of these talents must adopt the principle of "digging people" from competitors and social recruitment. In "digging people", HR usually pays attention to the outstanding talents of competitors and establishes their files. And keep in touch and communicate so that when they are employed, there can be suitable "digging" objects.

Talent recruitment should consider existing manpower allocation and necessary

The preparation of a recruitment plan generally includes the following steps:

1. Obtain information on personnel needs:

Staffing requirements generally occur in the following situations:

(1)

From the four links of human planning, programs, procedures, and content, it is the gradual progress of the recruitment plan and the use of methods, so as to obtain the planning and strategy to implementation.

Although in theory, when making a recruitment plan, you must first take a systematic inventory of the current human resources situation and formulate the recruitment plan for the next year based on the inventory results. However, in fact, many companies are not. Even if some companies do, it is really used for There are very few directing recruitment plans.

"The HR department issues a demand survey form-the employer department raises the demand-the HR department summary-high-level approval" is the process for most companies to formulate recruitment plans. I believe the following situation, many people will not be unfamiliar. The senior management saw the recruitment plan submitted by the HR department. The first is that it feels too many and requires deletion. However, each department said that the number of existing staff is not enough. No increase, the task of the next year will definitely not be completed, and the two sides will each have their own opinions. In the end, it is often the result of mutual compromise. The department proposed to recruit 10 people. The boss did not agree. Whether it is sufficient or not is necessary for all parties to come up with no objective basis.

In fact, the demand for personnel is related to at least two factors, one is the workload and the other is the ability of the incumbent. Different abilities and efficiency, the same workload, if the ability of the incumbent is very high, the efficiency will be high, and the number of employees will naturally be small. On the contrary, if the existing abilities of the incumbent are average, more will be necessary. people. The reason for the differences between the boss and the department head is that the department heads are more concerned about the increase in workload, and although the bosses may not explicitly raise the issue of the ability of existing employees, they basically have this awareness.

If the enterprise system has taken stock of the existing human resources, know the current position of the incumbent's ability status and improvement space, know how many incumbents have insufficient ability but have not improved, and how much can be promoted through training. At the same time, explain two different reasons for hiring and their respective numbers of hiring, because the lack of ability needs to be replaced, the boss will generally not object, because the expected increase in workload needs to be supplemented, and may be different from the boss, but in most cases it is The difference in workload estimates between the two parties resulted in a clear understanding of the reasons for the differences. At least the workload was emphasized more than the department head. The boss thought that the ability was easier to reach consensus.

Therefore, if you want to make the recruitment plan more objective and feasible, and easier to get the boss's approval, the department head must not simply emphasize the workload, and must also consider the existing staff's

Recruitment demand drops sharply

The employment problem of fresh graduates has become a hot issue in society every year. Among them, the intention of enterprises to recruit fresh graduates is the focus of all social circles. During the rapid economic development, enterprises usually need to introduce a large number of talents to provide human resources for the rapid development of enterprises. Among them, recruiting fresh graduates has become an important aspect for many enterprises to introduce talents. Although the recruited fresh graduates have disadvantages such as high training cost, high turnover rate, no work experience, etc., fresh graduates cultivated within the company often become the backbone of the company. The sense of identity and familiarity with the company is from Unmatched by employees entering other companies.

Service industry enthusiasm for recruiting fresh graduates remains undiminished

High-tech companies have been the main industry for recruiting fresh graduates, especially electronics, IT, Internet and other industries. In previous years, we can often see some leading high-tech companies recruiting thousands of fresh graduates across the country. However, the financial crisis has had a greater impact on high-tech industries, especially some foundry companies. As a result, the proportion of fresh graduates that the high-tech industry plans to hire in 2009 has fallen sharply. The service industry mainly focuses on the domestic market, and the impact and impact of the international situation on the service industry is relatively small. At the same time, the service industry is facing more and more exciting competition. In order to occupy a more powerful position in the future market, it has increased the attraction and training of talents.

Recruitment Costs-Important Factors to Consider for New Graduate Recruitment

In the current situation, "cost" has become an increasingly important factor for companies to consider, especially the human resources department in formulating overall cost savings for companies. In the process of recruiting fresh graduates, the human resources department is paying more and more attention to the factors of recruitment costs.

Through surveys and interviews, we learned that companies mainly reduce the cost of recruiting fresh graduates mainly by reducing the scale of recruitment, reducing the number of campus recruitment sessions, negotiating with recruitment suppliers, reducing recruitment travel costs, and adopting more careful recruitment and selection methods.

Fresh graduates in technology and sales are still hot for corporate recruitment

Technology research and development positions and market sales positions have always been more positions for companies to recruit. When the economy is developing rapidly, enterprises need technical talents and marketing sales talents to increase market competitiveness and influence. Although the financial crisis has led to a reduction in the overall recruitment of new graduates, we have found that companies have not only reduced the recruitment of technical research and development, marketing and sales positions, but the recruitment of new graduates for such positions has increased significantly. .

Why do companies have a soft spot for fresh graduates in technology R & D and marketing? Under the impact of the financial crisis, the sales difficulty of enterprises has never been greater. On the one hand, more marketing and sales personnel are required to conduct market development, channel construction, and sales of products and services for enterprises; on the other hand, more enterprises are aware of the enterprise If you want to enhance market competitiveness, you must have your own independent core products and services, and you must use more proprietary technologies and unique product designs.

Under the crisis, enterprises have stricter requirements for graduates

According to statistics from the Ministry of Education, the number of fresh graduates is unprecedented. A large number of fresh graduates have poured into the talent market, but the overall number of companies recruiting has decreased, which provides a good opportunity for companies with fresh graduate recruitment programs to select outstanding fresh graduates.