2. Actively look for talents: At this time, recruiters will actively locate those high-quality talents in the industry and keep in touch with them.
3. Find the right person: The difficulty at this stage lies in mastering the relevant professional knowledge of the corresponding position or having in-depth insights in this field.
4. Attracting and persuading candidates: Once you have identified the right candidates, you must send them an invitation. At this stage, recruiters need to export job opportunities in a way that the other party is interested in.
5. Arrange an interview between the candidate and the employer: If the invitation is successful, enter the candidate and the employer's department, or even interview the boss directly. At this stage, we need to pay attention to two points: First, the whole interview process should not be too long, which may easily lead to candidates losing interest. Second, we should pay attention to whether the candidate still has the opportunity to contact other enterprises, that is to say, there are other potential competitors competing for this talent resource.
6. Offer negotiation: Show the foreseeable development opportunities to the candidates and show them the sincerity of the enterprise. No one will hate those who really know themselves. But if the best candidate still refuses to provide it, then what we have to do is to follow up the second and third candidates.
7. Follow-up of candidates: Before the candidates formally enter the enterprise and settle down, we all need to keep close contact with them to understand their situation. ?
Extended data:
Preparations for the recruitment planning stage:
1. The recruitment plan shall determine the basic qualifications and job requirements of each position according to the job description. If the existing job description of the company cannot meet the needs, the job description of the new position should be determined, updated and supplemented according to the work needs.
2, according to the qualifications of recruiters, job requirements and recruitment quantity, combined with the talent market situation, determine what kind of recruitment channels to choose.
3. According to the recruitment requirements, the Human Resources Department prepares the following materials:
(1) job advertisement. The recruitment advertisement includes the basic information of the enterprise, the recruitment position, the basic information of the candidates, the registration method, the registration time and place, the documents and materials to be carried when registering and other matters needing attention.
(2) company publicity materials.
(3) Candidates' application form, employee application form, notice of re-examination and written test, notice of re-examination (talent show), interview evaluation form, thank-you letter, interview preparation and written test papers, etc.
People's Network-Recruitment Process
Baidu Encyclopedia-Recruitment Workflow