Formulation of personnel recruitment system

System name

applicant tracking systems

Slave mode

document number

administration

watchdog

Textual research department

Chapter 1 General Provisions

For entry 1.

1. Replenish enterprise human resources in time, make up for job vacancies, meet enterprise employment needs, and promote the realization of enterprise business development strategy.

2. Standardize the recruitment activities of enterprise employees, make the recruitment work effective and smooth, and recruit suitable talents for enterprises.

Article 2 Scope of application.

This system is applicable to the recruitment of all employees in the enterprise.

Article 3 recruitment methods.

1. External recruitment

Advertising, job fairs, campus recruitment and online recruitment are mainly used.

2. Internal choice

Including employee personal applications and candidates recommended by various departments of the enterprise.

3. Entrust a third party to recruit.

By signing recruitment contracts with talent exchange centers, human resources service agencies and headhunting companies, we entrust them to recruit key positions and senior management talents.

Chapter II Formulation of Recruitment Plan

Article 4 The human resources department shall formulate the recruitment plan according to the staffing standards of various departments and the human resources demand plan approved by the president of the enterprise, and in combination with the business development of the enterprise.

Article 5 Regular recruitment plan.

1. At the end of each year, the Human Resources Department formulates the overall recruitment plan and expense budget for the next year.

2. The employing department of the enterprise shall submit the recruitment plan for the next quarter to the Human Resources Department in the first week at the end of each quarter.

3. The Human Resources Department is responsible for making the recruitment plan for the fresh graduates.

Article 6 Irregular recruitment.

1. When all departments of an enterprise need to recruit personnel urgently due to business development or special reasons, the human resources department shall make a temporary recruitment plan according to the requirements of all departments.

2. If all departments need to recruit unplanned personnel, they should apply to the Human Resources Department ×× days in advance, so that the Human Resources Department can do a good job in recruitment planning and preparation.

Chapter III Implementation of Recruitment Work

Article 7 Internal selection and external recruitment.

1. When there are job vacancies in various departments of the enterprise, in principle, we should first consider openly recruiting all personnel within the enterprise and find suitable candidates within the enterprise to make up for the job vacancies.

2. When internal employees can't meet the recruitment needs, consider external recruitment.

(1) The recruitment of fresh graduates is concentrated in the first and fourth quarters of each year.

(2) Recruitment and temporary recruitment of social personnel should be organized and implemented within a reasonable time according to the recruitment plan and the employment needs of various departments.

Article 8 Interview and employment.

1. The human resources department is responsible for the candidate's resume screening and preliminary examination.

2. The employing department of the enterprise is responsible for the re-examination of the candidates, and the senior leaders of the enterprise participate in the re-examination of middle and senior management positions.

3. The Human Resources Department cooperates with all the employing departments to make a comprehensive evaluation of the candidates, and makes the employment decision according to the principle of selecting the best candidates.

Article 9 Entrust a third party for recruitment.

1. If there are vacancies in senior management positions and core positions of the enterprise, you can entrust professional human resources service institutions such as headhunting companies to recruit senior talents needed by the enterprise.

2. The enterprise signs a recruitment entrustment contract with an external human resources service agency, stipulating the recruitment-related matters, and the external human resources service agency provides alternative candidates, and the human resources department of the enterprise organizes candidates to participate in the second interview.

3. Senior managers and human resources directors of the enterprise are responsible for interviewing candidates and making employment decisions.

Chapter IV Personnel Employment Procedures

Article 10: Entry of new employees.

1. New employees need to undergo a physical examination before joining the company, and they can only be hired after passing the physical examination.

2. The arrival time of new employees is determined by all departments of the enterprise, and the human resources department is responsible for timely notification.

3. The human resources department is responsible for handling all kinds of entry procedures for new employees.

(1) Fill in the employee registration form and sign the labor contract.

(2) Transfer personnel files and various insurance procedures.

(3) Other formalities required by the enterprise.

The probation period is stipulated in article 1 1.

1. The probation period for new employees in the enterprise is 1 ~ 6 months, which is determined according to the Labor Contract Law and relevant regulations of the enterprise and the actual needs of each position.

2. During the probation period, the employing department should do a good job in guiding the business of new employees and be responsible for recording the performance and work performance of employees during the probation period.

3. After the employee's probation period expires, the employing department fills in the probation evaluation form, which is officially hired after being approved by the department manager, human resources department and president.

Chapter V Supplementary Provisions

Article 12: This system is formulated by the Human Resources Department and implemented after being approved by the President, and the same applies when it is revised.

Article 13 The right to interpret this system belongs to the human resources department of the enterprise and shall be implemented as of the date of promulgation.

Compilation date, review date and approval date

Number of modification marks, modification date

…………

The following is a reference:

Recruitment management system of a company

/view/d86b 36 12a 2 16 1479 17 1 12850 . html