What are the principles and processes of employee recruitment?

The most important thing in recruiting employees is the quality, professional knowledge and ability, work experience, reliability and trustworthiness of the recruiter. These are all very important.

Employee recruitment workflow

(A): Determine the personnel needs

(b): systematic recruitment plan

(c): personnel selection

(iv) Recruitment evaluation II. Relevant regulations on employee recruitment process 1. Fill in the Personnel Requirements Application Form.

1. When there are vacancies such as employee resignation and increased workload in the department, you can apply to the Human Resources Department for the Personnel Demand Application Form;

2. The personnel demand application form must be filled in carefully, including supplementary reasons, supplementary post qualifications, supplementary personnel work contents, etc. Job information must be written with reference to the job description.

3. The completed personnel demand application form must be signed by the manager of the employing department and then reported to the Human Resources Department.

4. After receiving the department's personnel demand application form, the human resources department will check the staffing situation of each department, check the company's existing manpower reserve, and decide whether to transfer the personnel demand from the inside.

5. If the internal transfer can't meet the vacancy demand, the human resources department will report the company's overall personnel replenishment plan to the general manager, and after the approval of the general manager, the human resources department will conduct external recruitment.

Second, determine the recruitment plan

1. The recruitment plan shall determine the basic qualifications and job requirements of each position according to the job description. If the existing job description of the company cannot meet the needs, the job description of the new position should be determined, updated and supplemented according to the work needs.

2, according to the qualifications of recruiters, job requirements and recruitment quantity, combined with the talent market situation, determine what kind of recruitment channels to choose.

(1) When recruiting multiple positions on a large scale, you can recruit through recruitment advertisements, schools, large-scale talent exchange meetings, etc.

(2) When there are not many recruiters and the job requirements are not high, you can publish recruitment information internally or participate in general talent exchange meetings.

(3) When recruiting senior talents, they can be recruited online or recommended by headhunting companies.

3. According to the recruitment requirements, the Human Resources Department prepares the following materials:

(1) job advertisement. The job advertisement includes the company's basic information, job position, basic conditions, methods, time, place, certificates, materials and other matters needing attention.

(2) company publicity materials (such as company profile).

(3) Application Registration Form and Interview Evaluation Form III. Personnel selection 1. Collect application materials and conduct preliminary tests.

(1) During the initial examination, the recruiters of the company must strictly follow the recruitment standards and requirements, and generally compare the information of the candidates from the aspects of education, gender, age, work experience, appearance and temperament, household registration, etc.

(2) Those who meet the basic conditions can participate in the second interview (interview), and those who do not meet the basic information will be eliminated directly after registration.