Treat all candidates equally and evaluate based on the same criteria

Ensure that recruiters’ abilities are highly consistent with job requirements

Complete the recruitment process quickly while ensuring quality

Follow national laws and regulations and avoid illegal activities such as recruitment discrimination

Determine the type and quantity of talent required based on the strategy. For example, an expansion strategy may require a large number of marketing and sales talents.

Analyze the demand for personnel for existing business growth and new business development, such as new production lines requiring production workers, technical personnel, etc.

Clarify job responsibilities, qualifications (education, major, work experience, skills, etc.), working environment, etc.

Determine job saturation and determine whether it is necessary to add employees or adjust job functions

Understand the quantity, quality, and structure (age, gender, level, etc.) of existing employees and evaluate internal talent supply capabilities

Combine organizational needs and internal supply to predict the number and type of talent gaps and formulate recruitment plans

internal promotion

job rotation

Employee recommendations

Online recruitment platform

campus recruitment

Headhunting firm

Talent market

Social Media Recruitment

Including online recruitment platform membership fees, offline advertising production and placement fees, etc.

Pay a certain percentage of the annual salary of the successfully recruited position to the headhunting company

Reward fees for employees who successfully recommend candidates

Time cost of staff involved in recruitment, etc.

Such as psychological testing software usage fees, professional skills test venue and equipment rental fees, etc.

Highlight the company's strengths, culture, development history and vision to attract candidates' attention

Accurately describe key information such as job title, responsibilities, job requirements, work location, salary and benefits, etc.

Clarify resume delivery email address, contact number, deadline, etc.

Fill in information as required by the platform and refresh positions regularly to ensure exposure

Display recruitment information in detail in the recruitment section to facilitate candidates to fully understand the company and positions

Produce attractive copywriting and pictures, and publish them with hashtags to expand the scope of communication.

Cooperate with the school employment guidance center to publish information on the campus employment website and participate in on-site promotion at campus job fairs

Such as whether academic qualifications, majors, working experience, etc. meet the job requirements

Focus on work experience and project experience related to the position you are applying for.

Analyze the frequency and reasons of past job changes

Check whether you have the required skills and relevant qualifications for the position

Introduce yourself clearly and explain the purpose of the call

Briefly introduce the company and job highlights to stimulate candidates' interest

Confirm the interview time and location, and provide detailed transportation instructions

Answer candidate questions in a polite and enthusiastic manner

The subject of the email must clearly include the company name and job title.

The content format is standardized and the key information of the interview is elaborated again.

Attach company promotional materials or job-related attachments to deepen the candidate’s understanding

Design fixed interview questions and scoring standards in advance to ensure fairness and consistency, which is suitable for large-scale recruitment or high standardization of job requirements.

Flexibly ask questions around the position and the candidate's situation to gain an in-depth understanding of the candidate's overall quality, adaptability, etc. It is often used in mid-to-high-end positions or positions that require innovative thinking.

Predict the candidate's future performance in the role by asking for examples of their past behavior, such as "Please give an example of how you resolved conflicts during a team project."

Multiple candidates participate in the interview at the same time to observe their teamwork, communication expression, competitive awareness, etc. It is suitable for recruiting positions that require teamwork.

Make the interviewer familiar with the interview process, scoring standards, job requirements, master interview skills and avoid common interview misunderstandings

Choose a quiet, comfortable and well-lit interview venue, and prepare the forms, stationery, and equipment required for the interview (such as projectors, computers, etc.)

Review candidate resumes in advance, prepare targeted questions, and understand job-related business knowledge and industry trends.

The interviewer introduces himself, briefly introduces the interview process and time schedule, and relieves the candidate's nervousness

Ask questions based on the interview type and job requirements, dig deep into the candidate’s abilities, experience, personality, values, etc., and pay attention to listening and recording

Give candidates the opportunity to ask questions, answer their questions about the company, positions, career development, etc., and demonstrate the openness and respect of the company

Inform candidates of the time and method of notifying interview results, and thank candidates for participating in the interview

Score candidates on various evaluation indicators based on interview performance

The interviewer team discusses the candidate's performance together, combines the job requirements with the company's employment standards, and determines the candidate's ranking or whether to hire.

Conduct background checks on candidates to be hired to verify academic qualifications, work experience, performance, integrity, etc. to reduce recruitment risks

Such as MBTI, DISC, etc., to understand the candidate's personality characteristics and determine their suitability for the position. For example, sales positions may be more suitable for extroverted and sociable personality types.

Evaluate candidates' aptitude in language, logic, mathematics, etc. to provide reference for job assignments. For example, technical R&D positions may require strong logical thinking abilities.

Determine candidates' career areas of interest, help them find positions that are more in line with their interests, and improve job satisfaction and stability

Conduct written tests on the professional knowledge required for the position, such as programming tests for programmer positions and writing tests for copy editor positions

Examine the candidate’s professional skills and operational level in actual work scenarios or simulated environments, such as equipment operation tests for mechanical engineers and cooking demonstrations by chefs

Observe candidates’ organizational coordination, communication, teamwork, problem-solving and other abilities in leaderless team discussions, suitable for recruitment for management positions or positions that require teamwork.

Set up specific work scenarios and ask candidates to play corresponding roles to examine their coping abilities and comprehensive qualities in actual work situations, such as the role play of customer complaint handling in customer service positions.

Comprehensive interviewer ratings and comments

Refer to the results of psychological assessment, professional skills test, etc.

Ensure that the information provided by the candidate is true and reliable and has no bad records

Send it to the employment candidate in writing (email or paper letter), including detailed information such as employment position, salary, entry time, materials required for entry, etc., to express your sincerity in welcoming you to the company.

Inform them of the rejection result in a polite and tactful way, and thank them for their attention and participation in the company.

Such as labor contracts, employee handbooks, employment registration forms, office supplies, etc.

Determine the position mentor or onboarding guide for new employees, and arrange office seats and equipment

Plan the content, time arrangement, training teachers, etc. of new employee induction training courses.

Verify identity information and entry materials, and receive copies of relevant documents

Explain the terms of the contract to new employees, ensure that the rights and interests of both parties are clear, and sign and seal them

Organize and archive new employees' personal information, resumes, interview evaluations, training records, etc.

Distribute office supplies, lead new employees to visit the company's office area, and introduce the location and functions of each department

Including corporate history, culture, organizational structure, development strategy, etc., so that new employees can quickly understand the overall situation of the company

Explain in detail the company's rules and regulations, such as attendance system, salary and benefit system, performance appraisal system, confidentiality system, etc., to ensure that new employees know and comply with it

Job instructors or business experts will provide training on job professional knowledge, work processes, operational skills, etc. to help new employees adapt to the job as soon as possible.

Improve new employees’ professional etiquette, communication skills, teamwork awareness, time management and other qualities

Based on job goals and tasks, set quantitative work performance indicators, such as sales for sales positions, output and quality for production positions, etc.

Examine new employees’ professionalism, sense of responsibility, teamwork attitude, learning attitude, etc. Information can be obtained through evaluations from superiors, feedback from colleagues, etc.

Compare the changes and improvements in professional skills, problem-solving abilities, communication and coordination skills when joining the company and during the probation period.

During the probation period, conduct regular interviews (such as monthly) with new employees to understand their work feelings, difficulties and needs, and provide guidance and support.

Based on the completion of evaluation indicators during the probation period, provide timely performance feedback to new employees, affirm their achievements, point out deficiencies, and make suggestions for improvement.

Conduct comprehensive evaluations of new employees based on probation period assessment results, interview feedback, colleague evaluations, etc.

For new employees who perform well and meet the job requirements, they will be approved to be regular; for new employees who have certain gaps but have potential, the probation period can be extended appropriately or an improvement plan can be formulated; for new employees who do not meet the requirements, they will be dismissed

The ratio of the actual number of people recruited to the planned number of people recruited reflects the completion of the recruitment plan

Measure the quality of recruiters through new employee probation period performance, performance evaluation results, turnover rate and other indicators, such as the proportion of new employees with excellent performance during the probation period, the proportion of low-performing employees within a certain period of employment, the turnover rate of new employees within one year, etc.

Calculate the ratio of total recruitment costs (including direct costs and indirect costs) to recruitment benefits (the value created by new employees for the company), and evaluate recruitment input-output benefits

The average time it takes from the time a recruitment request is made to the arrival of personnel, reflecting recruitment efficiency

Collect relevant data from multiple channels such as human resources management information systems, recruitment channel platforms, employee files, performance evaluation records, etc.

Use statistical methods to analyze data, such as comparing the recruitment effects of different recruitment channels (number of jobs, quality, cost, etc.), the difficulty and effectiveness of recruitment for different job types, etc., to find out the advantages and problems in the recruitment process

Based on the evaluation results, adjust recruitment channel selection, recruitment information release methods, interview processes and methods, etc. to improve recruitment results.

Based on corporate business development changes and recruitment effect feedback, more accurately formulate recruitment plans and reasonably determine the number of recruits, job requirements, time arrangements, etc.

In response to the problems found in the recruitment team during the evaluation, targeted training and learning activities will be carried out to improve the professional quality and professional level of the recruiters.