What are the principles of employee recruitment?

Question 1: What are the principles of human resource management staff recruitment? In order to make the staff recruitment work healthy and smooth, the following principles should be followed in the recruitment process:

1. Open recruitment principle: announce the recruitment unit, type, quantity, qualifications and conditions, examination subjects, methods, time and place to the public through newspapers or other means.

2. The principle of mutual competition: by means of competition such as examination and assessment, the advantages and disadvantages are identified and the candidates are determined.

3. The principle of equal treatment: treat all applicants equally, and select and hire outstanding talents in all aspects without sticking to one pattern.

4 according to the ability, talent, work intensity or difficulty, work requirements and other principles of using talents. And treat them differently, so that people can make the best use of their talents and their strengths.

5. Principle of comprehensive investigation: Conduct comprehensive examination, assessment and investigation on the candidate's morality, knowledge, skills, intelligence, psychology, work experience and past performance, so as to judge whether the candidate can effectively perform his/her job duties and what the development prospect is.

6. Principle of merit-based admission: According to the examination results of candidates, make a comprehensive assessment conclusion, and select the best candidates according to the employment standard of "survival of the fittest".

7. Pay attention to the principle of efficiency: flexibly choose the appropriate recruitment form according to different recruitment needs, and hire high-quality employees at the lowest possible recruitment cost; 8. Law-abiding business principle: Employee recruitment must comply with national laws, regulations, policies and regulations such as the Labor Law.

Question 2: What are the standards of hiring decision and what are its characteristics? 1. People-oriented standard. From people's point of view, we will assign them a position according to the highest score, and there may be many people who score the highest in this position at the same time. As a result, excellent talents will be rejected because they can only choose one.

2. Location is the standard. From the position point of view, the best candidate has been selected for each position, but this may lead to a person being selected for several positions at the same time.

3. Take two-way selection as the standard. Due to the shortcomings of both the purely people-oriented standard and the position-based standard, the combination and two-way selection of these two methods may not necessarily lead to every position being the best candidate, nor will everyone be assigned to the position with the highest score. However, because it balances two factors, it is realistic and comprehensive, and the efficiency is good.

Question 3: Briefly describe the principles and methods of recruitment and employment.

Chapter I General Principles

Article 1 People-oriented is the primary factor of the company's success. In order to attract and retain outstanding talents, these measures are formulated.

Chapter II Company Recruitment and Employment Policies

Article 2 The company's recruitment and employment principles are: careful organization and planning, comprehensive scientific evaluation, being good at finding talents, strictly selecting the best, and putting quality before quantity.

Article 3 The company does not regularly recruit in batches, not sporadically, which is convenient for pre-job training. The employment of foreigners must be approved by the local labor and personnel department.

Chapter III Recruitment Application

Article 4 All departments and subordinate enterprises shall, according to their business development, work needs and personnel usage, put forward the employee recruitment requirements, fill in the recruitment application form and submit it to the personnel department.

Article 5 The Personnel Department is the functional department responsible for the unified recruitment of the company. According to the recruitment applications of various departments, it puts forward the recruitment plan of the company and submits it to the competent general manager and deputy general manager for approval.

Article 6 The personnel department shall give priority to the selection and deployment of talents from within the company when preparing the recruitment plan.

Chapter IV Recruitment Methods and Selection

Article 7 The recruitment methods of the company are as follows:

Publish recruitment information through news media (newspapers, television and radio);

Recruitment by setting up stalls in the talent market held regularly or irregularly;

Search from various talent pool systems;

Recommended by college and vocational school graduates;

Introduction of on-the-job employees;

Introduction of management consulting company;

Celebrity introduction;

Find it through a talent agency (headhunting company);

Joint training with education and training institutions;

Reinstatement of resigned employees;

Others.

Article 8 When recruiting employees, there should be clear requirements on posts, job responsibilities, education, experience, skills and age. Fill in the candidate registration form if you are interested in applying.

Article 9 Selection of employees.

The company set up a recruitment team to be responsible for the selection of personnel, consisting of at least three people, from the personnel department, company leaders or external human resources experts.

Primary election. After reviewing all the application materials, the personnel department selects the qualified personnel and sends an interview notice.

Interview. The recruitment team evaluates the interviewers and fills in the interview record form; When necessary, the interviewer can be given written examination, interview, professional skill measurement, case analysis, written reading and foreign language proficiency test.

Hire. The recruitment team will examine all the second-round examiners, put forward opinions on whether to hire or not, and send an employment notice after being approved by the company leaders. For those who are not hired, it is best to send a letter to inform and thank you.

Article 10 Understand the general expectation factors of candidates:

Higher treatment and welfare;

Convenient workplace;

Elegant working environment;

Company reputation;

Development and prospect of the industry;

Good interpersonal and employment relations;

Enlightened leadership;

A challenging and enjoyable job;

Fast promotion opportunities;

The interview gave the candidate a good image;

Domestic or foreign training and further education opportunities;

The company is formal and has complete rules and regulations.

Section 11 Matters needing attention in interview:

Arrange appropriate time;

Arrange a quiet, elegant and comfortable place;

The host is familiar with the recruitment requirements in advance;

Dialogue with the candidates to clarify the theme;

Allocate sufficient interview time;

Cultivate a frank, relaxed and harmonious atmosphere;

Record important interview items at any time;

Pay attention to control time and scene;

List the important scope of the problem;

Verify the authenticity of the information filled in by the applicant.

Article 12 Key points of interview questions:

Ask them to briefly describe their family background;

State past experiences;

Motivation for applying for the position;

Favorite subjects at school;

Please analyze your own advantages and disadvantages;

State your past that you liked talking to others;

Please analyze the current situation and future prospects of your industry;

Please imagine what industry you have the opportunity to choose again;

Ask him to describe what contribution joining the company will make;

Ask them to define the meaning of success and failure;

Ask them what kind of leaders they like;

Asking about hobbies, leisure activities and books;

Ask about their treatment requirements;

Ask about their life goals and arrangements.

Article 13 Matters that need to be clarified in employment and interview:

Treatment and welfare;

Employment conditions;

Whether you are willing to change jobs and places;

Business trip and travel issues;

Date of registration;

Time limit for accepting employment reply;

Other special work requirements.

Chapter V Recording and Utilization

Article 14 When sending the employment notice, please indicate the registration notice.

Fifteenth candidates must undergo health examination after employment. If the employee is seriously ill, he shall be employed. & gt

Question 4: What are the recruitment principles of "human resource development and management"? In order to make the recruitment work healthy and smooth, the following principles should be followed in the recruitment process:

1. Open recruitment principle: announce the recruitment unit, type, quantity, qualifications and conditions, examination subjects, methods, time and place to the public through newspapers or other means.

2. The principle of mutual competition: by means of competition such as examination and assessment, the advantages and disadvantages are identified and the candidates are determined.

3. The principle of equal treatment: treat all applicants equally, and select and hire outstanding talents in all aspects without sticking to one pattern.

4 according to the ability, talent, work intensity or difficulty, work requirements and other principles of using talents. And treat them differently, so that people can make the best use of their talents and their strengths.

5. Principle of comprehensive investigation: Conduct comprehensive examination, assessment and investigation on the candidate's morality, knowledge, skills, intelligence, psychology, work experience and past performance, so as to judge whether the candidate can effectively perform his/her job duties and what the development prospect is.

6. Principle of merit-based admission: According to the examination results of candidates, make a comprehensive assessment conclusion, and select the best candidates according to the employment standard of "survival of the fittest".

7. Pay attention to the principle of efficiency: flexibly choose the appropriate recruitment form according to different recruitment needs, and hire high-quality employees at the lowest possible recruitment cost;

8. Law-abiding business principle: Employee recruitment must comply with national laws, regulations, policies and regulations such as the Labor Law.

Question 5: What procedures do employees need to go through after joining the company? You mean after employment, that is, arranging work, purchasing various social benefits, and collecting salary payment information. ID card (photocopy) and photos are generally needed, and relevant workflow is provided during the operation, just like we go to the * * * department to handle affairs.

Question 6: What are the requirements of safety regulations for the personal conditions of new employees? They are obedient and easy to use, bear hardships and stand hard work, have a college degree, major in electrical engineering, know a lot, know well and have strong reception ability.

Question 7: What principles should be followed in the recruitment of retail sales staff? At a human resources salon, a colleague who is doing FMCG complained that it is difficult to recruit sales staff now: the human resources department likes it and the sales department doesn't like it; Both the human resources department and the sales department like it, but the performance in actual work is not satisfactory. Ask me for advice. What's the problem? The survey results of "the recruitment status of enterprises in China in 2005" organized by China Human Resources Development Network show that there are some shortcomings in the planning, scientificity and professionalism of sales staff recruitment. When the sales department submits the recruitment requirements to the human resources department, there is no clear requirement. The level of personnel in charge of recruitment is low or unprofessional, and the evaluation of candidates is mainly based on the investigation of experience and knowledge, and insufficient attention is paid to the psychological test of employees 1/3. Therefore, apart from the objective factors of supply and demand in the talent market in some industries, the professionalism and scientificity of recruitment are the root of the problem. Human resource management should solve three problems: value creation, value evaluation and value distribution. Specifically, to recruit sales staff, five aspects should be clarified: what to do? Who will do it? How come? How's it going? How to motivate? In the recruitment process, some enterprises don't even know what to do and who will do it, so it is inevitable that the recruitment result is not ideal. Let's talk about the recruitment of sales staff according to my own recruitment experience:

First, a clear job description

Job description is based on job analysis, and the written result of job description is job description, including direct supervisor, work objectives, job responsibilities and tasks, job performance, positions that can be rotated and scope of authority. The most important thing is job responsibilities and tasks, including sales and service responsibilities, planning, reporting, work input and output, internal and external contacts, daily administrative affairs and content processing. The statement of work varies with different products or services, users' purchasing behavior, sales forms and company culture. Job description is the basis of recruitment and the problem of what to do. Second, clear qualifications.

After describing the work, the qualifications are determined, which generally include skills, experience, knowledge, quality and time of service. Enterprises whose products are sold to foreign markets require that the language and level of sales personnel are different from those in the domestic market; Enterprises that develop new products require that the development ability of sales staff is different from that of selling old products; Products are aimed at enterprises with group customers, and the negotiation ability of salespeople is different from that of individuals; Enterprises with cross-regional sales structure require salespeople to have higher adaptability to business trips than regional structures. The sales manager should be clear about the segmentation of the target market in order to find the right salesperson. Qualification is to solve the problem of who will do it. Qualified salespeople generally have the following behaviors:

1, goal-oriented, regardless of working hours;

2. Never suppress your thoughts and be good at sharing with others;

3. Always hint at yourself with success and refuse to accept difficulties and setbacks;

4. studious and knowledgeable;

5. Pay attention to interpersonal relationships and be good at observing words and feelings.

According to the above behaviors, qualified salespeople should have the following five qualities: achievement orientation, self-confidence, integrity, interpersonal understanding and flexibility. Third, design the evaluation system.

1, basic qualification evaluation elements

Skills-listening, expressing, persuading, analyzing, negotiating, organizing, computer application, time management, teamwork, foreign language types and levels.

Knowledge-education, specialty, customers, products, competitors, our company.

Experience-sales experience, industry experience, geographical customer base

2. Evaluation factors of behavior quality

Enterprise recruiters should design an evaluation system according to five behavioral quality requirements, such as achievement orientation, self-confidence, integrity, interpersonal understanding and flexibility, to evaluate whether candidates meet the set requirements, and give examples:

Interpretation of quality 2:

Self-confidence: the belief that you have the ability to complete a task or take some effective measures to complete a task or solve a problem. Including confidence in one's own ability, especially confidence in one's own judgment and decision-making when the work is difficult.

Grade 1-2: omitted

The third level: I am quite confident in my own ability: I regard myself as an expert, the driving force and source to promote the development of something, I think I am better than others, and I clearly express my confidence in self-judgment (but I can't score without specific examples).

Grade four: Choose challenge or contradiction: Like challenging work, challenge can arouse his excitement, and he hopes to seek new responsibilities. When he gets along well with management, customers or others, he can express his views in a polite way and state his views clearly and confidently. The same is true for dealing with contradictions.

Tip: Does this person dare to take risks to accept tasks or make suggestions to superiors, customers and powerful people? > & gt

Question 8: What is the minimum requirement for Huawei to recruit full-time employees with bachelor's degree? Do you need 2 1 1 or 985 schools?