What Does a Virtual Recruiter Do?

Recruitment workflow is generally formulated by the company's human resources department. Its main purpose is to regulate the company's personnel recruitment behavior and protect the rights of the company and recruiters. The process is divided into nine chapters and twenty-four, from recruitment plan, recruitment, application, interview , Employment and other aspects.

Recruitment workflow

Many recruiters have encountered this situation. The recruitment progress is often a mess, and employees can recruit normally.

The basic process for recruiting personnel in most corporate personnel departments will be:
Identify staffing needs-develop

Take the recruitment workflow of a hardware company as an example:

Chapter 1 Recruitment Plan

Article 1: Each department of the company needs to recruit employees, and should submit a recruitment application to the company's human resources department in advance, and fill out the "Recruiter Application

Symptoms can be remediedRecruitment channels must be selected. Mr. Li, the human resources manager of Company A, has been confused recently. Every time he comes out of the talent market, Mr. Li has a feeling of depression. "Foreign trade manager" candidate, on the other hand, every time Mr. Li went to the talent market, he returned without success. This embarrassing dilemma is presumably not unfamiliar to many human resources practitioners, because in the recruitment practice of enterprises, this happens too frequently. On the one hand, it seriously affects the recruitment efficiency and quality of the company. On the one hand, it also increases the hidden costs and explicit costs of corporate recruitment.

So how do companies solve such problems? From the source, the key to the solution to this problem is the selection of recruitment channels. This is just like in the medical sense "

Re-examining the recruitment process can improve the quality of future candidates, and ultimately save recruitment costs for the company. People often ask, what are we not doing now? In fact, any organization has to face fierce competition for talents in this industry. Recruitment is the first link of an enterprise's production line. If you can make this link run smoothly from the beginning, this organization will become better and better.

But to achieve the recruitment process, we must pay attention to the following issues:

1. Re-understand the business of each department < br The talent of an important position has been lost, and it is difficult to recruit suitable talents in a short time, sometimes because the human resources department itself is not very good about the business of this department, When there is an urgent need to recruit people, the personnel recommended by the personnel department often do not meet the needs of the department manager. Therefore, the human resources department should know as much about the business of each department as the human resources major. This period can be more contact with each business unit, thinking about the needs of talents from the needs of business development, the needs of talents are different in different development periods, which talents are saturated, and which talents need to be reserved a year in advance, are based on the Ministry of Human Resources Familiar with department business and communication with line manager.
2. Improve the recruitment network < br Many organizations will not use recruitment resources yet. At this time, this network can be improved. Establish links with previously-resourced resources to ensure timely delivery of senior talent. For example, recruitment websites, magazines, and other recruitment tools, discuss with these agencies how to improve your senior talent pool, and you can also contact the candidates recommended by you. This is to prevent surprises in the future when the talent war.
3 , management technology links < br <br Reorganize the resume center with a large amount of data, and the technical department staff to design a more reasonable recruitment management system, making technical support more convenient. Revised job descriptions or job descriptions on the company's website, re-planning for positions with high requirements and difficult to recruit suitable talents, designing more convenient search procedures, and ensuring that qualified candidates can apply for positions accurately and timely.
4. Candidly face the doubts of candidates. Br Many senior executives are unwilling to change jobs during the economic downturn. The most important reason is that the reputation of some employers is getting worse and the rumors in the organization are increasingly affected by the business community Concerns and challenges. Rather than being passive and distressed by the human resources department, face it calmly. You first have to figure out what the candidates care about most about your employer, and then see if your organization is experiencing these issues. If the employer's reputation is very good, then take advantage of this advantage to recruit talents; if the employer is the first, do a recruitment plan; recruit those positions, how many people to recruit, a few days of training, which type of people are suitable Recruitment method: long-term continuous recruitment or short-term recruitment. Second, choose the recruitment method; how much money does the company have in recruiting, whether to choose a single and efficient recruitment mode or a combination of several recruitment methods for simultaneous recruitment; (online recruitment, on-site recruitment, newspaper recruitment, or employee introduction, etc.) PS: It is important to choose a good recruitment method. Third, prepare for the interview; now it is a two-way choice. If the company still treats itself as an uncle, it is wrong, respect each other, and leave a good impression on the job applicant. In many cases, the interview is like a blind date. Let job seekers have a sense of belonging and a good impression on the company. The conditions on both sides are appropriate. Fourth, training is important; otherwise, the previous work is wasted and employees have confidence in the company. Fifth, sum up experience. This is very important. A veteran interviewer can get an idea of the job applicant in a short time. Increasing efficiency virtually. If the company's reputation has been damaged, it is critical that you explain to the candidate how you deal with these issues. In many cases, both sides of the interview knew this well, but no one mentioned it. As a result, the candidate inquired through other channels to deepen their doubts, and eventually gave up the job application. Therefore, we must explain all of this frankly. Of course, as a human resources department, in addition to the interpretation work, we must actually solve this problem so that organizations in the downturn can recruit excellent talents and prepare for the future development of the organization.