How to write recruitment evaluation

The main contents of recruitment summary include the following aspects:

Recruitment plan, recruitment process, recruitment results, recruitment funds and recruitment evaluation The following is an example of recruitment summary.

Company spring recruitment summary

(1) Recruitment Plan

According to the resolution of the second board of directors on June 5438+1October 3, 2008, a deputy general manager in charge of international trade, a manager of production department and a manager of sales department are openly recruited for the society. Under the direct leadership of the deputy general manager in charge, the manager of human resources development and management department is specifically responsible. Recruitment tests was entrusted to the Human Resources Service Department of Fudan Management Consulting Company for implementation.

(2) Recruitment process

Jiefang Daily and Xinmin Evening News published job advertisements. Preliminary screening, excluding some applicants who obviously do not meet the requirements. Recruitment tests. Final decision. New employees are on duty.

(III) Recruitment results: 38 candidates for deputy general manager, 25 candidates for recruitment tests, 3 candidates for enterprise, and 0 hired. 2. There are 19 candidates for the manager of the production department, and 4 candidates participated in recruitment tests 1 person, and 3 candidates were sent to the enterprise, and1person was hired. 3. There were 35 sales manager candidates, 29 of whom participated in recruitment tests, and 3 candidates were sent to enterprises. 1 was hired. (4) Recruitment funds

The recruitment budget is * * * fifty thousand yuan. 2. The recruitment advertising fee is 20,000 yuan. 3. The cost of recruitment tests is fifteen thousand yuan. The medical examination fee is 2000 yuan. Applicant's souvenir fee 1000 yuan. 6. Hospitality fee is 3,000 yuan. 7. Miscellaneous expenses are 3,500 yuan. 8. The total expenditure is 43,500 yuan.

(5) Recruitment evaluation

1. Major achievements.

This time, due to entrusting professional institutions to conduct scientific tests, the quality of the two managers hired is very satisfactory. At the same time, the test results show that there is no suitable candidate among the candidates for deputy general manager, and finally he was not hired.

In addition, due to fair competition, many losers claim to have been trained, which promotes the establishment of a good corporate image.

2. Main shortcomings.

Because there are still some problems in the design of job advertisements, there are not enough high-level candidates competing for the position of deputy general manager, resulting in no suitable candidate for the position of deputy general manager.

Signature of Manager of Human Resource Development and Management Department