What Does a Technical Recruiter Do?

Recruitment of personnel is the process by which an organization seeks, attracts, and encourages qualified people in a timely manner. It is an important part of the organization's operations to take up and work in the organization.

recruitment

Recruitment of personnel is the process by which an organization seeks, attracts, and encourages qualified people in a timely manner. It is an important part of the organization's operations to take up and work in the organization.

Organizations need to recruit employees based on the following situations: the establishment of a new organization; expansion of the organization; adjustment of unreasonable personnel structure; employees for some reason

Recruitment is a general term for a series of human resource management activities undertaken by an enterprise in order to make up for job vacancies. It is the primary link of human resource management and an important guarantee for the effectiveness of human resource management.

Staffing is a series of measures that an enterprise uses to achieve the goals of production and operation by adopting a scientific method and realizing the effective combination of human resources and other physical and financial resources in accordance with the principles of proper positions, appropriate positions, and appropriate resources. General term for management activities.

In a broad sense, personnel recruitment includes three phases: recruitment preparation, recruitment implementation and recruitment evaluation; narrow recruitment refers to the implementation phase of recruitment, which mainly includes recruitment, screening (or selection, selection, selection, selection), and recruitment Specific steps.

Recruitment of personnel is the most critical step in staffing, because the quality of this work not only directly affects

Generally speaking, there are two ways to recruit people: external recruitment and internal promotion.

1,

Corporate campus recruitment program design

Campus Recruitment Program

I. Purpose and significance of campus recruitment

University students who have just stepped out of the campus are passionate, malleable, and good at finding problems. Hiring a batch of

I. Strengthen the training of recruiters' comprehensive qualities and improve the effectiveness of recruitment

1. Strengthen recruiters' own penetration of the organization's culture. "Management culture" is widely used in recruitment activities. The cohesion within a successful company and its strong attraction to human resources lie in having an excellent organizational culture, which is the best "advertising" for companies to recruit talent. Recruiters themselves are the best practitioners of organizational culture. Only recruiters who are deeply imprinted with organizational culture can radiate the glory of organizational culture in the selection process. Therefore, to strengthen the applicant's own understanding of the organizational culture, in order to allow candidates to fully understand the organization's culture, and virtually advance job training to the recruitment selection process.

2. Promote the recruitment concept of "matching talents with enterprises" for recruiters. The recruitment concept of "matching talents with enterprises" means that the recruited talents may not be those with the highest academic qualifications and the highest grades, but they must be the most suitable ones for the company. The recruited employees can be competent and work for the company for a long time Service, which is the need for the sustainable development of enterprises, is the need for enterprises to save costs. Therefore, recruiters should not only emphasize the matching between candidates and specific positions in the recruitment activities, but also examine the matching between the inherent characteristics of the candidates and the main characteristics of the company, and pay attention to the relationship between the candidates and the team, and between the individuals and the company. Interaction, we must realize that the candidates are "three-dimensional people", "comprehensive people", have their own thoughts, personality and personal emotions, not purely "economic people" and "working people." These seemingly unrelated personal psychological factors and non-intellectual factors directly affect individuals' recognition and acceptance of the company, job satisfaction, and perseverance in overcoming difficulties.

3. Improve recruiters' own business knowledge and expertise. The competition between enterprises is the competition of talents, and in the fierce competition for talents, recruiters play an important role and represent the corporate image. Recruiters are the first contact between enterprises and talents. Recruiters' ability, style, and temperament often leave a deep impression on candidates, which is a window for candidates to understand the company and the first link to attract talents. The bad performance of a recruiter may make all the recruitment efforts and investment of the company go to waste, make the company miss the required talents, and put the company in a disadvantaged position in talent competition. It can be said that under the same conditions as other enterprises, the quality and performance of recruiters determines the attractiveness and competitiveness of talent recruitment, and determines the effectiveness of talent recruitment. To be a qualified or even outstanding recruiter, you need to continuously learn business knowledge and professional knowledge, and have the knowledge, skills, and skills of interpersonal communication, talent recruitment. To grasp the latest policies and industry trends, establish a sense of service, image, and competition, and at the same time continue to cultivate their own conduct. Only in this way can we effectively improve the quality of recruiters and enhance the attractiveness and competitiveness of enterprises.

2. Improve the professional sensitivity of recruiters and strengthen the risk prevention of information asymmetry

During the recruitment process, because recruiters do not know the true job abilities of the job seekers, low-capacity job seekers may pretend to be high-capacity job seekers to deceive companies (such as job applicants forging diplomas and recommendation letters) and exaggerating their abilities The enterprise subscribes to the labor contract with itself, which will greatly reduce the effectiveness of recruitment and employment, which will cause the risk of recruitment and bring huge losses to the enterprise. In order to correctly avoid risks and achieve the effectiveness of recruitment, the main countermeasures to address recruitment risks are to increase the degree of information symmetry between the two parties. Specifically, the following measures can be adopted:

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your expenses, but on clear job requirements, suitable selection methods and standardized recruitment procedures. In order to prevent camouflage during the recruitment process, recruiters must develop recruitment processes and procedures including determining recruitment needs, publishing recruitment information, notifying the results of the recruitment, and evaluating the recruitment process itself.

2. Recruiters need more information about job seekers. Recruiters are required to actively collect information about job applicants, including interviews, psychological tests, etc., to obtain implicit information about job applicants, such as personality, potential, and personality; recruiters can also use various channels such as previous employers , Graduate colleges, job hunting companies, etc. to verify the authenticity and ability evaluation of job applicants.

3. Recruiters use different recruitment techniques and methods. When evaluating candidates, recruiters can take psychological tests, professional skills tests, interviews, and scenario simulations. In addition, we must adopt the technology of overcoming information asymmetry correction, and apply the "reliable information transmission method" recruitment technology according to the change of information and different stages of development. Of course, getting information from recruiters is beneficial for recruitment, but it also needs to pay a certain cost. The extent to which recruiters do their job of obtaining information should depend on the balance of costs and benefits for the business.

3. Avoid common psychological errors of recruiters and improve the effectiveness of recruitment

1. First Seeing Effect. The first sight effect refers to the impression and psychological effect of the first meeting with a stranger. In people's daily life, people will consciously or unconsciously evaluate the first contact person based on the first impression, and ignore the inconsistent information of the first impression of the subsequent recipients. The first impressions on which the first-seeing effect is based mainly include expressions, physical appearance, clothing, temperament, and manners. Recruiters are easily confused by the performance of the initial stage, and often replace the performance of other stages and the whole process with the performance of the initial stage.

2. Halo effect. The halo effect is also called the associative effect. Its meaning is to cover up the characteristics of other aspects with the prominent characteristics of one aspect of things. The specific manifestation of the halo effect in recruitment activities is that a prominent feature of the candidate is easy to attract the recruiter's attention, while other qualities are ignored. If the candidate's language skills are very strong, leaving a good impression on the recruiter, some recruiters are affected by the halo effect and arbitrarily believe that the candidate is all good; otherwise, they are all bad. This psychological effect should be avoided and avoided by replacing the real and objective connection of the applicant's own quality with the connection of subjective imagination.

3. "Off-line kite" phenomenon. Unconsciously talking with the candidate about something that is not related to the job, which makes the job application lose its direction. This gives the candidate the opportunity to take the initiative and develop in a direction that is beneficial to himself. It also often gives the candidate an advantage.

4. "Listen to no see" phenomenon. The recruiter focused his attention on the response of the recorded subject, but forgot to observe the candidate. Therefore, the recruiter should concentrate on observing the candidate's reaction behavior, and check whether the content and response of his statement are consistent.

In short, recruitment is very important for any company. "Selecting people" is the first step in human resource management. If the quality of the starting point is not high, not only will the subsequent human resource management work be less effective, but it will also affect the company Implementation of decisions.