It is mainly divided into two parts

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2) Job requirements : The job requirements of the required positions are generally described from the aspects of industry, products, models, company size, etc. For example, the company size is reflected in the fact that when reading the job application resume, the applicant's previous company size will be used to judge whether the other party's work is too complicated and whether he can adapt to the work of business transformation.

? Do you value the experience of job seekers? Generally speaking, we will first look at the situation of the position, and then according to the business manager's expected start-up time for the position (whether it takes one or two months to train or hope that the other party can start working within two or three weeks), these will be used as reference standards for HR to see whether the job seeker has relevant experience when recruiting.

d. Selection of recruitment channels
After the talent profile is determined, we will generally first consider whether it is possible to transfer from other departments (this is mainly related to the size of the company). If internal transfer is not feasible and external recruitment is required, we will start to choose the appropriate recruitment channel. Generally, our HR lady will choose the following channels: BOSS Direct, 51Job, Zhaopin, Liepin, Lagou, self-media channels (such as Douyin, Xiaohongshu, etc.).

? Channel situation description: BOSS Direct and 51job are both slovakia b2b leads relatively active platforms, so they are the main recruitment channels; Zhaopin and 51job are equally effective, but 51job is slightly better in recruiting foreign trade talents; Lagou mainly recruits technical personnel; Liepin recruits more management positions; self-media channels play a supporting role and are not the main channel.

e Post job openings
After the channel is determined, start posting the job JD. Take BOSS Zhipin as an example. This platform will have a job positioning (position type) after the JD is posted. For example, if you are recruiting a "foreign trade salesperson", there will be a special "foreign trade salesperson" positioning. What if there is no special positioning?

For example, when recruiting for a Google SEO operation position , our HR lady would choose to set the position in the category of "English translation position". Because this position places great emphasis on English proficiency and requires a pass in English proficiency test, then those who have a basic understanding of SEO will be more likely to be invited for an interview.

f Selection and Assessment