What are the risks of enterprise recruitment and what problems should be paid attention to in enterprise recruitment?

What are the risks of enterprise recruitment and what problems should be paid attention to in enterprise recruitment?

Introduction: There are often some unexpected accidents in enterprise recruitment. In order to avoid these accidents, I bring you an article about the recruitment risks of enterprises. Welcome to read the reference.

1. What are the risks of enterprise recruitment?

According to Article 8 of the Labor Contract Law, When employing workers, the employing unit shall truthfully inform the workers of their work contents, working conditions, workplace, occupational hazards, safe production conditions, labor remuneration and other information that the workers require to know; The employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it? . In practice, enterprises will inform candidates of their job content, salary and treatment before providing and signing labor contracts, but in some cases, candidates may not truthfully tell themselves, as shown below:

1, judging from the information of the candidates, the candidates know more about themselves than the recruiting enterprises. In order to get the job, the candidate is likely to be perfect? Packaging? Show your best side and take measures such as false academic qualifications and work experience? Water injection? By forging professional qualifications and other means. False information is transmitted to the enterprise, which directly leads to the enterprise being cheated in the recruitment process. In addition, enterprises do not use modern evaluation tools and recruitment methods enough, and the legal risks of enterprises in recruiting talents also increase accordingly.

2. From the information of the enterprise, the success of recruitment mainly depends on the interview skills and the use of evaluation tools. The more comprehensive the job interview analysis and job evaluation, the clearer the recruitment criteria and the more accurate the grasp of talents. In practice, most enterprises do not do standardized job analysis and job evaluation, which leads to arbitrary recruitment and can not guarantee the recruitment effect.

Second, what problems should be paid attention to in enterprise recruitment?

1, fulfill the obligation to inform.

According to Article 8 of the Labor Contract Law, When employing workers, the employing unit shall truthfully inform the workers of their work contents, working conditions, workplace, occupational hazards, safe production conditions, labor remuneration and other information that the workers require to know; The employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it? . In operation, enterprises and employees generally directly agree on relevant information in the labor contract to fulfill the legal obligation of informing. As mentioned above, employees also have the obligation to truthfully inform the company's personal situation.

2. If an enterprise employs employees who have not yet terminated their labor relations, they may be jointly and severally liable for compensation.

Once an enterprise employs such employees, if the employees are sued by the original employer, the new employer will bear joint and several liability for compensation. In practice, enterprises should pay attention to verifying the employee's resignation in the last company when hiring employees, and ask employees to provide resignation notice or resignation certificate. When necessary, they can check the employees' past social security payment and file keeping, so as to avoid the legal risks of employment.

3. The labor contract shall be signed in time.

According to the law, enterprises should sign labor contracts with employees within 1 month from the date of employment, otherwise they will face? Pay double wages? Punishment. In practice, it is suggested to sign labor contracts, employment registration forms, employee manuals, non-competition agreements and other documents when employees join the company to avoid employment risks.

4. Trade secret protection and non-competition restrictions

Generally speaking, corporate executives and high-tech talents usually sign confidentiality agreements and non-competition agreements with enterprises. For this kind of scarce talents, enterprises should know whether the candidates to be recruited have the above situation and how the agreement is fulfilled. At the same time, enterprises should pay attention to whether the important information provided by employees infringes other people's business secrets, and suggest that enterprises require employees to provide this information.

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