当今年代,招聘过程很复杂。虽然它曾经是普通的,但在当地报纸上放松职位描述,以这种方式寻找高质量的候选人现在类似于在野外发现大脚。今天,您需要小心您如何找到新员工。即,这一切都归结为招聘过程的开始。
您的公司知道使用职位委员会,行业委员会和顶级招聘人员来找到最优秀的人才。但这真的是吗?你能把你的职位发布给职位发布董事会,坐下来,等待这些应用程序来滚动吗?好吧,你可以,但它可能不会非常有效。
当然,你可能以这种方式降落了一些体面的申请人,但你浪费了可以花费有针对性的招聘的时间和金钱。有时您需要来源并雇用已经寻找最好的工作的最佳候选人。这些类型的候选人不会响应单尺寸适合的所有在线职位板。
It might sound shocking, but we’re rapidly approaching a$8.5 trillion talent shortage。It’s time to act fast if you want to find the best candidates. That’s why you need these 5 steps below. In this guide, we’ll walk you through planning the beginning of your recruiting process so you achieve your goals every time.

步骤1.了解您的招聘需求

As we said before, slapping together a job description isn’t going to cut it. If you don’t know exactly what you’re looking for, you’re never going to find it.
这不是enough to know the job title. You also need to know the job description. This doesn’t mean what it you might think. It means you need to know the description of the last employee who left the position. While it’s true that they likely conformed to some of the traditional duties, odds are they also too own additional responsibility.
Very rarely does a position stay the same after a new hire arrives. Each new worker puts their own mark on the role, so you need to know all of these ins and outs when identifying your specific hiring needs.

Step 2. Consider Different Types of Recruiting

下一个那it’s time to consider the different types of recruiting. There are a lot of ways to find applicants, whether you choose to work with a professional or do it yourself. Two of the most common recruiting methods are LinkedIn and even traditional social media, such as Facebook, Twitter, or Instagram.
当然,您仍然可以接近本地报纸,在线职位委员会等。这些招聘平台有一些优点,也是现实的。意识到这些群众板在本地(及以后)显示成千上万的人,因此您可能会施放比您需要的更广泛的网。为了削减不合适的候选人,使用申请人跟踪系统可以帮助您在更短的时间内完成更多。您可以了解更多关于他们如何工作的更多信息ApplicantTrackingsystems.

步骤3.准备评估或测试

根据行业,它并不罕见,包括在招聘过程中包括作业评估或测试。如果这是您为您的立场做的事情,那么在开始招聘候选人之前,值得准备这些事情。
人才评估测试是确保候选人的背景符合公司要求的好方法,但在开始其中之一之前务必了解您的东西。如果可能,请在此角色中征集专业人士的一些帮助,以帮助识别脱颖而出的工作。

Step 4. Source Candidates

It’s time to start your search. Before starting, consider everything we’ve already talked about until this point. You know the specific role and all it entails, you know the format of the application and hiring process, and now you need to find the best candidates.
太多的招聘人员犯了思考这是一个数字游戏。在这个过程中,它是一个不是收集者的猎人。目标不是找到尽可能多的候选人。找到了绝对最好candidates.
This is where using a professional really comes in handy. A professional recruiter who works “in the trenches” of these industries will have a head start on any candidates that would be a good fit. Otherwise, you’ll need to dive into your own search using any references or leads you already have.

步骤5.确定您最好的候选人

Any organization can find a handful of skilled potential candidates, but this isn’t enough. You need the top level players. These aren’t the people sitting on the benches, they’re playing the game.
You’ve already identified what you need from your candidates. This should guide your search. Create an organized list or spreadsheet of these A-level players. Where did you find them? What’s their experience? What would they need to compel them towards your opportunity?
Remember that people can’t just want the position. They need to also want to work for the new employer. Switching jobs is no easy task. As the recruiter, it’s your job to make this a simple process that’s too good to pass up.

完善你的招聘过程

工作招聘流程快速移动。当您考虑到这一点时需要87%的活跃和被动候选人are open to new job opportunities. There are a series of steps in the hiring process, but these are the steps that come before that.
如果您未开始寻找具有合适准备的顶级候选人,则冒险失去机会,跌倒或浪费时间的风险。如果你喜欢大多数候选人,开放的位置花费你。您无法冒险租用失败或错误的位置。你的顶级候选人已经存在了。现在这取决于你找到它们。