What is the high-end talent recruitment process managed by the superior talent management department, enjoying the government talent policy?

The basic process of recruitment is as follows:

1. Talent demand application: generally speaking, people who put forward talent demand are all positions or personnel not set in the annual plan of the employing department, which belongs to the addendum. The manager of the employing department puts forward the number of people, posts and requirements needed by the department to the Human Resources Department, and explains the reasons; (If the staffing is employed, the human resources department can directly recruit personnel through appropriate channels according to the positions, staffing and responsibilities set in the human resources planning, and the employing department will no longer submit the personnel demand application). It is best to have a form "Personnel Demand Application Form" here, which can be filled in by the employing department according to several necessary recruitment conditions involved in the form. The links filled in by the employing department should include: name, number of people, qualification, industry experience and specific job responsibilities. Second, the senior leadership approval: generally, this application is reviewed by the company's senior management, and then the feasibility of the recruitment plan is determined (some companies also submit it to the HR department for review before submitting it to the senior management), and then feedback it to the HR department; 3. Determination of personnel details: The Human Resources Department determines the name of the position to be recruited and the required number of places according to the personnel demand application form submitted by the department and approved by the leader; Clarify the basic requirements for personnel, that is, qualifications and conditions, such as academic qualifications, required age, required ability and experience. ; It needs to be interspersed here. The recruitment of supernumerary personnel should be analyzed before recruitment (combined with senior management): 1. Necessity: analyze the job of the missing position to see if other positions can be part-time or the job can be broken down to others. If there is, there is no need to recruit again; Otherwise, proceed to the next step; 2. Internal competition: if you can't work part-time or share after job analysis, you must supplement it. First, we should consider the promotion or competition of internal employees and increase their personal development opportunities. First, we should publish it internally. If employees are interested, we should submit an application form for internal competition, and the successful candidate will be hired. If the internal competition fails or fails, we will release it through formal recruitment channels and confirm the arrival time. Four. Other related preparations: examination and approval of basic salary and budget salary of the position to be recruited; Formulate and publish materials, prepare company publicity materials, etc. General companies will do simple recruitment brochures, publicity color pages and so on. , especially the presentation of qualifications, conditions, salary and benefits. It will play a key role in achieving the recruitment effect. Therefore, HR should make these seemingly simple preparations as much as possible before recruitment to improve recruitment efficiency. V. Channel release and interview: When selecting recruitment channels, we must comprehensively analyze the positions we want to recruit and the recruitment effects of various channels before releasing information; The recruitment effect is closely related to the channel (we will analyze this in detail another day). Then, in addition to screening and submitting resumes, sometimes the position urgently needs to get the right resume and will search for it, and then call to arrange the interview time, place and interview method. 6. Entry handling: After the initial examination, re-examination, the personnel are finally determined, and the probationary entry procedures are handled for them. Generally, in addition to sending the employment notice and arranging the office supplies needed by the employees in combination with the administration department, as a personnel department, it is necessary to prepare not only an employee handbook for the employees, but also an "entry kit", which is actually equivalent to a "newcomer's guide" to help newcomers quickly understand the daily process of the company and familiarize themselves with the overall situation of the company. The day before a new employee joins the company, he usually takes the following actions: 1, contact the hired person, confirm the time to arrive at the company, and specify the materials he needs to bring; 2, joint administration department, arrange workstations, badges, computers and other office supplies; 3. Apply for the company email (or QQ email) and related materials to the parties on the day of employment; 4. The induction package is sent directly to the mailbox; (including: the first day of employment process, training arrangements, related systems, etc. ); Seven. Probation tracking: during the probation period, employees generally arrange relevant employment procedures; Leaders are familiar with the company; Training and explanation for new employees. In addition to the daily work, the general uncle will also make the following arrangements: 1, in addition to the new employee training, on 1, 3 and 5, the exclusive personnel of the personnel department will be arranged for import communication; 2. Communicate once a week during the probation period; Evaluation form for employee communication during probation period; 3. The Appraisal Form for Probationary Employees is jointly formulated by the personnel manager, employees and department heads as a certificate for becoming a full member; 4. Take advantage of the morning meeting arrangement 1-2 to show yourself and accelerate integration; Eight. Contract signing: new employees must sign the contract within one month, either on the day of entry or one month before the probation period. After the normal contract is signed, I won't repeat it. 9. Formal confirmation procedure: One week before the expiration of the probation period, hr administrator, together with department heads and employees, made a comprehensive evaluation of the probation period assessment and weekly probation period communication evaluation form formulated in advance, put forward opinions, and made formal confirmation, probation period extension, dismissal and other decisions. , all documents should be signed and filed; If you become a full member, the probation period ends; Otherwise, the above process will be repeated; The above is the basic process of human resources recruitment. Do you know HR? It is not only HR, but also helpful for job seekers to know whether the company they want to apply for is formal.