招聘渠道英语

Recruitment Ditch

The main functions: 1. According to the human resources planning, recruitment needs confirmation, select the appropriate channel for the recruitment, preparation, recognition and job information. The following were related to describe the work process. 1. Analysis of the demand for workers, mainly in the following four steps: (1) post to collect information collection. (2) finishing the job of information extraction. (3) Summary of job requirements of employers. (4) to recruit elements of an effective choice. 2. Recruitment channels, including the major internal and external recruitment recruitment. The choice of recruitment channels including the following steps: 1. Analysis of the unit's request to recruit 2. Analysis of the characteristics of potential candidates 3. Suited to determine the source of recruitment 4. To choose suitable methods of recruitment. In carrying out the work in-house recruitment, mainly in the following several methods 1.Job Posting and Bidding 2. Promotion and Transfer 3.Current Employee Referrals 3.Recruiting Former Employees and Applicants 5.Inernal Recruiting Database. In carrying out external recruitment, can be considered in the following areas: 1.School 2.Colleges and Universities 3.Media Sources 4.Trade and Competitive Sources 5.Employ Agencies 6.Executive Search Firms. 2. According to the company human resources planning and human resources departments of the plan needs to develop its staff recruitment program. The recruitment plan, including the preparation of the following steps: 1, the staff needs access to information: the general staff needs took place in the following circumstances: (1) human resources plan provides a clear demand for personnel information; (2) business-service personnel to leave The resulting vacancy; (3) recruitment manager to submit an application (to apply for the recruitment has been approved by the leadership); 2, the recruitment of information to choose the time of publication and distribution channels 3, to determine the initial recruitment of Group 4, a preliminary test program choices to determine 5, a clear 6 budget for the recruitment, preparation of the timetable for the recruitment of 7, the drafting of job advertisements Yang Gao 3. Recruitment organizations. In carrying out the recruitment of staff, as long as there are procedures include the following: 1. Resume screening and vetting the application form. Resume screening consisted mainly of about three parts: 1. Analysis of the structure of the curriculum vitae 2.'s Objective review of the content of the curriculum vitae 3. To determine whether the skills and experience meet the job requirements. 2. Background Investigation: Background investigation may take place either before or after the in-depth interview, it is generally well worth the effort. We need candidates for the background investigation, such as past salary, criminal record and former job title. In order to To ensure the authenticity of information on candidates. 3. Interviews. 1. The beginning of the interview stage: this stage, including interviews to determine the purpose of the interview the issue scientifically designed to choose the right type of interviews, interviews to determine the time and place, and so on. 2.'s Formal interview stage: this stage of the recruitment by the official candidates to ask questions, not only can be structured interview method, but also the question of the use of flexible and diverse forms of information exchange. 3.'s Evaluation phase of the interview: comments or score-evaluation to assess candidates. 4. Medical Examination. Including a general physical examination and drug testing. 5. To make hiring decisions. Three parts: 1. To identify candidates for recruitment 2. Hiring staff to issue a notice of appointment 3. Entered into arrangements related to the labor contract issues 4. Recruitment for the recruitment assessment of the EIA process. Through the costs and benefits of the accounting, understanding of the costs, to reduce the cost of future recruitment. In addition, the assessment of recruitment through the hiring of staff performance, the actual ability to assess the potential of the work, the recruitment test results and the effectiveness of the method is conducive to the improvement of the recruitment methods. Recruitment of specific assessments from the following three main areas: 1. Assess the cost-effectiveness of 2. The quantity and quality of the assessment 3. Reliability and validity assessment.