Which one does not belong to the principle of collecting recruitment information

Principles for collecting recruitment information:

Employment information in a broad sense refers to employment-related news and information, including employment policy, employment institutions, personnel system, job requirements, industry development status and prospects. Employment information in a narrow sense refers to recruitment information.

First, the principle of pertinence.

The collection of employment information should pay attention to pertinence, grasp the direction among many employment information, and capture real and valuable information. Job seekers should determine the mobile phone range of employment information they need according to their professional characteristics and their career goals.

Second, the principle of pertinence.

Before collecting employment information, we should first make a good information collection plan, clarify the purpose of information collection, distinguish the content and category of employment information needed, and classify it. In the choice of employment information collection methods, we should pay attention to the consistency with the content of employment information. Some information can only be included in the scope of collection through careful review and field investigation, while others can only be obtained through consulting information and documents. In short, in the process of collecting employment information, we should not only collect it widely, but also pay attention to key points and pay attention to strategies. At the same time, we should adjust the plan in time according to the feedback channel of employment information.

Third, the principle of accuracy

Whether the employment information is accurate or not is directly related to whether the job seeker can choose a job smoothly. Therefore, the situation reflected by employment information must be true and credible. Otherwise, it will directly lead to the mistakes of job seekers in choosing jobs and making employment decisions.

Fourth, the principle of timeliness.

Employment information is often time-sensitive, that is, within the validity period of employment information release, if the employer has completed the recruitment plan and reached an employment agreement with the candidate, then the employment information will naturally become invalid. Therefore, we should always pay attention to whether the collected employment information is out of date and ensure that the information is valid.

Verb (abbreviation of verb) system principle

Job seekers should be good at accumulating all kinds of relevant information, pay attention to the close relationship between the whole and the parts, and then form an employment information that can objectively and systematically reflect the current employment market, employment policy and employment trend through processing and refining, thus providing reliable basis for job selection.

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