What Does a Recruitment Analyst Do?
Recruitment demand analysis refers to a comprehensive analysis of the types of talents that companies need when recruiting employees. It is a systematic and professional job.
Recruitment needs analysis
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- Chinese name
- Recruitment needs analysis
- profession
- human resource Management
- Nature
- Professional system work
- Comprehensive analysis
- When recruiting staff
- Recruitment demand analysis refers to a comprehensive analysis of the types of talents that companies need when recruiting employees. It is a systematic and professional job.
- Recruitment has become a hotspot in human resource management.
- When it comes to the analysis of recruitment needs, there are generally three ways to proceed. In addition to considering
- The first step: collection and collection of job information.
- Existing materials such as job descriptions, organizations, team structures, and employment mechanisms are important sources of job information. Site visits, interviews with incumbents, and analysis of top performers are effective methods for collecting and collecting job information.
- The second step: sorting and refining of post information.
- All job-related information can be integrated into four areas:
- Job responsibility requirements: What are the key outputs of the job? What are the post's requirements for human behavior? Which of these requirements are right for people and which are right?
- Working environment characteristics: Does it require greater work pressure? How fast is the work? What is the position of the position in the company? What is the team atmosphere of the incumbent?
- Corporate culture requirements: What values does the company advocate? What kind of spiritual style does the company embody? What work style does the company need to embody?
- Company development needs: What is the company's future business direction? In the foreseeable future, how will the requirements of business development for people change?
- The third step: summarize the employment requirements of the post.
- From the five dimensions of "knowledge, skills, experience", "competence", and "motivation / values", the above information is summarized to form job requirements.
- Step 4: Selection of effective recruitment elements.
- The above-mentioned employment requirements are an ideal state, but the company needs the most suitable people, not the "perfect" people. In the recruitment process, there is no need to cover everything, but only a few core elements need to be selected as the inspection points. The survey points are measured as follows:
- Cultivation cost: how easy it is to train a site in a short period of time. The ones that are easy to cultivate are used as secondary criteria for inspection or are not to be inspected; the ones that are not easy to cultivate are used as main inspection points.
- Crowd discrimination: The degree of discrimination and discrimination of a survey site in the candidate group. If the degree of discrimination is small, it will be used as a secondary criterion or will not be inspected; if the degree of discrimination is large, it will be used as the main inspection point.
- Degree of environmental restraint: The degree of influence of a site on the performance of responsibilities due to environmental factors. Those with a high degree of environmental restraint shall be regarded as a secondary criterion or shall not be inspected; those with a low degree of restraint shall be regarded as the main inspection point.
- Measurability: The degree to which an inspection site can be measured using existing methods. Those that cannot or are not easily measurable are used as secondary criteria or are not inspected; those that are easily measurable are used as main inspection points.