企業(yè)如何建立完善的招聘體系？
濟(jì)南獵頭公司認(rèn)為完整的招聘體系包括真實(shí)的就業(yè)需求挖掘、人才引進(jìn)渠道、完善的面試流程、可量化的反饋工具等，而傳統(tǒng)的線下招聘受地域限制和流程環(huán)節(jié)復(fù)雜的影響，招聘效率低。在互聯(lián)網(wǎng)時(shí)代，如果想要建立一個(gè)完整、高能效的招聘系統(tǒng)，使用招聘系統(tǒng)是一種新的方式。
Jinan Headhunting Company believes that a complete recruitment system includes real job demand mining, talent introduction channels, comprehensive interview processes, quantifiable feedback tools, etc. However, traditional offline recruitment is affected by geographical limitations and complex process links, resulting in low recruitment efficiency. In the era of the Internet, if you want to establish a complete and efficient recruitment system, using a recruitment system is a new way.
1.招聘環(huán)境
1. Recruitment environment
招聘環(huán)境是指影響企業(yè)人才招聘和選拔的所有因素的總和，通常包括外部招聘環(huán)境和內(nèi)部招聘環(huán)境。外部招聘環(huán)境是指能夠影響企業(yè)招聘的外部環(huán)境因素。一般包括宏觀環(huán)境、產(chǎn)業(yè)或產(chǎn)業(yè)發(fā)展、當(dāng)?shù)貏趧?dòng)力市場(chǎng)、同類企業(yè)就業(yè)情況等。內(nèi)部招聘環(huán)境是指影響人才招聘的內(nèi)部管理機(jī)制、用人規(guī)范、招聘政策、企業(yè)文化等內(nèi)部因素。
The recruitment environment refers to the sum of all factors that affect the recruitment and selection of talents in a company, usually including external and internal recruitment environments. The external recruitment environment refers to the external environmental factors that can affect the recruitment of a company. Generally, it includes macro environment, industry or industry development, local labor market, employment situation of similar enterprises, etc. The internal recruitment environment refers to internal factors such as internal management mechanisms, employment norms, recruitment policies, and corporate culture that affect talent recruitment.
2.招聘渠道
2. Recruitment channels
選擇合適的招聘渠道，也是建設(shè)企業(yè)招聘體系的重要一環(huán)，招聘渠道分外外部招聘渠道和內(nèi)部招聘渠道，外部招聘渠道主要是通過獵頭、招聘網(wǎng)站等，內(nèi)部招聘渠道主要通過內(nèi)部人員。濟(jì)南獵頭公司不僅可以做到上百家招聘渠道資源整合，渠道效果多維度分析，還可以通過內(nèi)外部裂變?nèi)嗣}，低成本“獵取”高品質(zhì)人才。
Choosing appropriate recruitment channels is also an important part of building an enterprise recruitment system. Recruitment channels are divided into external and internal recruitment channels. External recruitment channels are mainly through headhunting, recruitment websites, etc., while internal recruitment channels are mainly recommended by internal personnel. Jinan headhunting company can not only integrate resources from hundreds of recruitment channels and conduct multi-dimensional analysis of channel effects, but also break through internal and external recommendations to "hunt" high-quality talents at a low cost.
3.招聘流程
3. Recruitment process
通過建立科學(xué)的招聘流程和規(guī)范的人才入職流程，企業(yè)可以在人才選拔和招聘過程中更加法制化、合理性和合理性，滿足企業(yè)的人才需求，形成強(qiáng)大的人才選拔規(guī)范。北森招聘系統(tǒng)可以從招聘需求聯(lián)動(dòng)編制，到Offer入職無縫對(duì)接組織人事，支撐“候選人”到“員工”的全生命周期管理。
By establishing a scientific recruitment process and standardized talent onboarding process, enterprises can become more legal, reasonable, and reasonable in talent selection and recruitment processes, meet the talent needs of enterprises, and form strong talent selection norms. The Beisen recruitment system can seamlessly integrate organizational personnel from recruitment requirements linkage preparation to offer onboarding, supporting the full lifecycle management of "candidates" to "employees".
4.招聘方法
4. Recruitment methods
招聘方法和技巧是提高招聘效率的關(guān)鍵手段。常見的招聘方法和技巧包括JD準(zhǔn)備技巧、簡(jiǎn)歷篩選技巧、面試邀請(qǐng)技巧、人才評(píng)估方法和技巧、面試實(shí)施技巧、背景調(diào)查技巧和薪酬談判技巧。
Recruitment methods and techniques are key means to improve recruitment efficiency. Common recruitment methods and techniques include JD preparation techniques, resume screening techniques, interview invitation techniques, talent evaluation methods and techniques, interview implementation techniques, background investigation techniques, and salary negotiation techniques.
5.優(yōu)化面試流程
5. Optimize the interview process
用人部門和候選人的時(shí)間需要反復(fù)確定;HR、部門負(fù)責(zé)人、業(yè)務(wù)單位負(fù)責(zé)人逐層會(huì)面溝通篩選;候選人來回跑了兩三次也沒有結(jié)果。漫長(zhǎng)的等待和冗長(zhǎng)的鏈接已經(jīng)成為傳統(tǒng)面試方法的痛點(diǎn)。通常情況下，從次面試到簽約需要3到4個(gè)月的時(shí)間。這不僅會(huì)導(dǎo)致企業(yè)停滯不前，還會(huì)增加潛在候選人流失的可能性。優(yōu)化面試環(huán)節(jié)，縮短人才引進(jìn)周期，是互聯(lián)網(wǎng)時(shí)代人力資源部門必須的問題。
The timing of the hiring department and candidates needs to be determined repeatedly; HR, department heads, and business unit heads meet layer by layer to communicate and screen; The candidate ran back and forth two or three times without any results. Long waiting and lengthy links have become the pain points of traditional interview methods. Usually, it takes 3 to 4 months from the first interview to signing the contract. This not only leads to stagnation of the enterprise, but also increases the possibility of potential candidate turnover. Optimizing the interview process and shortening the talent introduction cycle is a problem that human resources departments must solve in the Internet era.
6.可量化反饋工具
6. Quantifiable feedback tools
人才評(píng)估需要多方面考慮。除了是否有良好的精神面貌和的溝通能力外，還需要借助人才測(cè)試題考察候選人的知識(shí)、基本能力、個(gè)性和潛力。云視頻會(huì)議系統(tǒng)支持問答功能。HR可以在線測(cè)試應(yīng)聘者。該系統(tǒng)可以自動(dòng)計(jì)算答案數(shù)據(jù)并反饋答案。招聘人員根據(jù)回答結(jié)果和面對(duì)面溝通，評(píng)估候選人是否符合崗位要求。
Talent evaluation requires multiple considerations. In addition to having a good mental outlook and excellent communication skills, it is also necessary to use talent test questions to assess the candidate's professional knowledge, basic abilities, personality, and potential. The cloud video conferencing system supports question and answer functions. HR can test candidates online. The system can automatically calculate answer data and provide feedback on answers. Recruiters comprehensively evaluate whether candidates meet the job requirements based on the answer results and face-to-face communication.
How can enterprises establish a sound recruitment system? The above is the relevant answer to the question. We hope to provide you with good help. For more information, please come to our website http://www.bjddhyyq.cn consulting service
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