Analyze the company's strategic development direction

Examine existing staff skills and abilities

Forecast future job needs

Define job responsibilities and goals

Determine required skills and abilities

Set performance indicators and evaluation methods

Determine the number of recruits based on job requirements

Set recruitment timelines

Develop recruitment channels and strategies

Write job ads and job descriptions

Publish recruitment information to major recruitment platforms

Conduct publicity activities such as campus recruitment

Select resumes that meet job requirements

Pre-screen resumes to filter out unqualified candidates

Conduct an initial phone or in-person interview

Arrange interviewer and interview time

Conduct structured interviews or skills tests

Evaluate candidates’ comprehensive abilities and adaptability

Verify background information provided by the candidate

Contact references to learn about candidate performance

Assess the candidate's credibility and integrity

Develop training plans based on the skills and development directions required by employees

Set training goals and training content

Arrange trainers and training times

Organize internal or external training courses

Carry out employee learning and exchange activities

Provide online learning platform and materials

Regularly evaluate employee performance and capabilities

Provide promotion opportunities for outstanding employees

Provide cross-department or cross-position career development paths

Set compensation and performance incentives

Provide benefits and employee benefits programs

Carry out employee recognition and reward activities

Collect employee data and statistics

Analyze the matching degree between positions and personnel

Regularly report and analyze human resources indicators

Adjust according to business changes and market needs

Adjust recruitment and development strategies

Determine turnover and replacement plans