A systematic approach to hiring personnel is something that any company, no matter how big or small, should definitely have. But management often neglects it, trying to save energy, time and money.
Unfortunately, most often staff is hired in a completely chaotic manner.
The content and stages of the personnel recruitment system should be a set of the following actions:
Defining the goal. This is what you actually need the system for. Most often, the goal is to select the most suitable people from all applicants, and it should be consistent with the overall development strategy of the enterprise.
Forming a structure of overseas chinese in usa data positions . They need to be divided into groups based on how difficult it is to recruit candidates for them.
Preparing a selection mechanism. It is necessary to list the exact criteria and requirements for applicants (for each position) so as not to end up hiring completely unsuitable people.
Adaptation of the resulting selection system to a specific enterprise. It is important to look at and evaluate how effectively the scheme will work under the conditions of the company's existing personnel policy.
Appointment of persons responsible for the functioning of the system and their training (if necessary).
Defining the procedure for providing feedback to employees.
Analysis of the proposed scheme in action, making changes (if necessary).
Testing the system in positions that are not particularly important for the overall work process.
Re-introduce changes (if required).
Final integration of the system at all levels.
The result should be an algorithm that can be used to effectively recruit and hire personnel, and also to evaluate the work of existing employees in the organization.
A systematic approach to recruiting staff
Setting the goal of recruiting staff
The meaning of recruiting for a commercial organization will depend on whether you are doing it for the first time or have already had to deal with personnel selection. If you do not have such experience and need, for example, to create a personnel department at the enterprise (which did not exist before), then you cannot do without thorough preparation. To assess your level of awareness, check the checklist below:
You know how to properly structure a department.
Good material motivation has already been prepared.
A skills model has been formed. This means a map describing them and the competencies that any specialist should have in order to demonstrate high efficiency in your field of activity.
The responsibilities of the professionals involved are clearly distributed, you have understood them, and described the profile of each place of work.
Job descriptions with a detailed description of the terms of employment have been prepared.
The company has a system for training new employees and improving the qualifications of long-serving employees.
If we are talking about hiring and accepting additional personnel into an existing department, then everything described above should already be in place and functioning properly in the company.
You can't just roughly estimate whether you need new employees or not. Here you need to clearly see how many and what kind of specialists you need to hire. And for this, the organization's sales volume planning should be carried out using the decomposition method