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MindMap Gallery Recruitment Panorama Mind Map

Recruitment Panorama Mind Map

This is a mind map about the recruitment panorama, including before recruitment, during recruitment, after recruitment, recruitment cycle and plan, process planning, etc.

Edited at 2023-11-07 17:56:32

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Recruitment Panorama Mind Map

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Outline

Recruitment Panorama Mind Map
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recruitment Panorama

Before recruitment

employer brand

Use marketing and marketing practices to promote on the Internet (recognize the company and remember the company)

This company is the best choice to work for (why internal employees stay, why external potential candidates choose the company)

annual recruitment plan (Including job analysis, recruitment budget, recruitment channels)

Fixed staff and fixed positions

Gain clarity through job analysis Job title, responsibilities and establishment

Candidate portrait (Job survey based on job competencies)

Bottom line: basic qualifications

Excellent Line: Basic Competencies

Underlying Rules: Underlying Qualities

Analyze people who have resigned: turnover rate, reasons for leaving, which channels have served people for the longest time, upper and lower salary limits for current positions

Simulation, analysis, recruitment: contact non-active submitters to find out candidates’ expectations, continuously adjust and optimize JD, and spread recruitment

qualification model (HR Practice, Can be improved through training)

Associated modules

Recruitment and selection

Make it clear which level in the job sequence this recruitment targets, corresponding to the release of recruitment information and screening interviews

When joining the company, it will be reviewed that the basic conditions of qualifications are met.

Before the probationary period expires, professional skills will be evaluated to decide whether to hire.

After becoming a regular employee, the qualifications will be evaluated as if they were regular employees and a decision will be made as to whether they are qualified or transferred or promoted.

Salary and promotion

Job skills standards and quality standards As performance assessment and grading standards

Training requirement input Talent promotion pre-training and assessment standards

details

Basic conditions

Educational qualifications, professional work experience

competency standards

Essential knowledge

Professional results

professional skill

standards of conduct

Standards of conduct 1

Standards of Conduct 2

Standards of Conduct 3

Competency quality model (proposed by psychologists and cannot be obtained through training)

Industry talent pool

Determine positions: key positions, highly mobile but important positions, hard-to-recruit positions

Determine talent standards: job standards, competencies, and necessary skills

With the help of information system: contact at any time, hierarchical classification, import and view resumes at any time

Planning and operating talent pool resources: resume submission, industry research, talent communities, social forums, daily employer brand promotion, targeted mining reserves

Mark talent source channels

Hierarchical labeling: key, secondary key, and least important talent operation objects

Label management: managing a team of more than 100 people, top sales, entrepreneurial experience, peer experience

Daily operations: formulating talent pool operation standards and process SOPs, continuous multi-channel relationship maintenance and talent entry, talent activation and effect evaluation, and withdrawal of unsuitable talents.

Recruiting

Recruitment cycle and plan

Recruitment cycle table, recruitment work data analysis table (according to the recruitment progress tracking table, KPIs for recruiters can be set)

Statistical analysis of performance results before and after becoming regular employees, comparative analysis of performance of new and old employees, and analysis of recruitment input-output ratio

Recruitment process planning and design sop

Conduct recruitment planning based on industry characteristics (not limited to traditional recruitment channels)

Interview planning

Responsible person and related person for the interview (training interviewer)

How to improve the efficiency of the interview process (preparing test questions)

How can the results of the interview be more objective and direct (smart principle questions, Structured interview based on basic qualifications and quality model)

1. Determine the job sequence, grade and basic qualifications for the positions to be recruited. (Knowledge, skills, qualities)

2. Determine the key elements that need to be examined during the interview process For example: Arrange several rounds of interviews, each round: interviewer, process, format, and what elements are inspected

3. Write detailed definitions and scoring instructions for each interview element (1 point, 2 points, 3 points, beginner, intermediate, advanced, highest level standard)

4. Design interview questions (background, willingness, professional, situational, pressure, adaptability, behavioral)

5. Prepare a structured interview evaluation form (HR and the hiring department jointly confirm this form)

6. Work with the employing department to determine recruitment criteria

7. Prepare interview summary sheet

How to make candidates more willing to interview (last question from the interviewer: How would you rate your willingness to take this position? What are the reasons for not scoring and scoring?)

After recruitment

Recruitment evaluation and decision-making

Onboarding

Recruitment costs and benefits

Key competency portraits, job hidden content portraits, Character benchmarks or templates, where are the candidates and where are the channels?

Each department needs to break down its business goals and propose addendums, and HR needs to review labor costs. per capita output value

Employer value proposition (corporate “persona”)—effective dissemination and communication—forming employer brand