Notice on the recruitment process

1. Determine recruitment demand: specify the day of each month when each department submits the talent demand approval form for approval and then summarize it.

2. Analyze the recruitment information: determine the required recruitment level, methods and channels.

3. Draw up the recruitment plan: including the recruitment budget, channels, recruitment work schedule, etc.

4. Preliminary selection of test options: including general test, psychological stress test, temperament type test, etc.

5. Post-fixing and Grading: The positions and grades are determined according to the educational background, working years and professional skills of the employed personnel.

6. Draft a recruitment advertisement sample, including basic information of the enterprise, recruitment positions, basic information of applicants, etc.

7. Release recruitment information: internal release and external release of the company.

8. Collection of application materials: statistics and classification of all application materials.

9. Selection: After the data is classified by manpower, it will be distributed to all departments, and each department will determine the preliminary test list.

10, initial test: core quality test, professional quality test, etc.

1 1. Determine the re-examination personnel: the business department determines the re-examination personnel list according to the test and preliminary test results.

12, written test and retest: written test and retest according to job requirements.

13. Confirm the list of candidates: fill in (employment notice) and submit all the information of candidates to the Human Resources Department for filing.

14. data review: the human resources department is responsible for reviewing the information of candidates.

15. Notification of registration: notify the person to be hired of the registration time and the returned materials.

16. Application: fill in the employee's resume, and apply for a probation (confirmation) approval form.

17. probation period assessment: the probation period assessment is mainly based on departments, supplemented by human resources.

18, regularization procedures: those who pass the probation period will be transferred to regular employees.

19. formal employment: the human resources department will conduct a formal interview.

20. Evaluation of recruitment effect: Evaluate the quality and quantity of recruiters.