What is the recruitment process of the personnel department?

Here is a company's recruitment process, hoping to help you!

Recruitment workflow?

General principle:?

The recruitment of employees is based on the purpose of selecting talents, accommodating shortcomings, pursuing performance and encouraging progress; Facing the society, based on the principles of open recruitment, comprehensive assessment and merit-based employment, we will conduct a comprehensive audit from the aspects of knowledge, morality, ability, experience, physique and whether it meets the post requirements. ?

Recruitment process:?

1. Submit requirements? Each department shall fill in the recruitment application form according to the demand of employing people, and submit it to the competent manager and general manager for approval before submitting it to the Human Resources Department. Recruitment is organized by the Human Resources Department. ?

2. Material preparation? The Human Resources Department prepares the following materials according to the recruitment requirements: (1) Recruitment advertisement. The recruitment advertisement includes the basic information of the enterprise, the recruitment position, the basic information of the candidates, the registration method, the registration time and place, the documents and materials required for registration and other matters needing attention. (2) company publicity materials. To those who have passed the preliminary examination. ?

3. Choose a recruitment channel? There are three main channels: participating in talent exchange meetings, introducing talent exchange centers, and publishing newspaper advertisements. ?

4. Fill in the registration form? Candidates bring their resumes and copies of various certificates to the company to fill in the registration form for candidates. The registration form and information of candidates are kept by the Human Resources Department. ?

5. Preliminary screening? The human resources department sorts and classifies the information of candidates and submits it to the competent manager regularly? . The manager in charge preliminarily screens the candidates according to the information, determines the interview candidates and fills in the interview notice. The competent manager sends the candidate's information and interview notice to the human resources department, which will inform the interviewer. ?

6. initial test? The initial test is generally presided over by the competent manager, who can also entrust others to preside over it. The human resources department is responsible for the layout of the interview site and sending the interviewer's information to the host before the interview; During the interview, the human resources department is responsible for guiding the candidates. Before the interview, the host should fill in the interviewer's evaluation form, paying special attention to the specific items of "evaluation content" The host should introduce the people who have passed the interview to the human resources department, and the personnel of the human resources department will explain the treatment and show the company's promotional materials. After the interview, the host will submit the Interviewer Evaluation Form and the applicant information to the Human Resources Department. Passing the initial test doesn't necessarily mean that you will be hired by the company. ?

7. Re-examination? It is up to the competent manager to decide whether the person who has passed the preliminary examination needs to take the second interview. Under normal circumstances, all interviewers who have passed the preliminary examination and are not presided over by the competent manager must attend the second interview. In principle, the second interview is presided over by the competent manager, and generally no one is entrusted. The re-examination procedure is the same as the initial examination procedure.