Who can introduce the general recruitment interview process?

Regulations on recruitment and employment management

1. Objective: To establish a standardized employee recruitment and employment management system.

2. Scope: applicable to the recruitment and employment of all kinds of personnel in the company.

3. Responsibilities: The company office and department heads are responsible for this system.

4. Content

4. 1 Recruitment and Employment

4. 1. 1 The company implements the employment system for employees. The basic policy is to ensure the quality of selection and employment according to the annual human resource planning, personnel dynamics and labor cost control objectives, select qualified talents for the company and meet the requirements of business development.

4. 1.2 Assign permissions

4. 1.2. 1 department quota is approved by the department head.

4. 1.2.2 The additional departmental quota and company quota shall be approved by the general manager (chairman).

4. 1.2.3 Additional company quotas shall be approved by the chairman.

4. 1.3 The selection and employment process follows the four principles of justice, fairness, equal competition and avoidance of relatives.

4. 1.4 When the company recruits employees, the employing department puts forward the personnel demand plan, and applies for recruitment according to the Application Form for Human Resource Demand approved by the general manager. The company office will recruit employees according to the requirements (number of recruits and recruitment standards; , recruitment budget, recruitment channels, etc. ), and handle internal recruitment, deployment or external recruitment procedures.

4. 1.5 recruitment process

Put forward the recruitment demand → general manager's review → draw up the recruitment plan → publish the recruitment announcement → select and employ people → evaluate the recruitment work.

4. 1.6 recruitment organization form

4. 1.6. 1 The company office shall organize the implementation after consultation with the employing department according to the examination and approval opinions.

4. 1.6.2 The organization of external recruitment is mainly the company office, with the cooperation of other departments. When necessary, the company's senior leaders and relevant departments will participate.

4. 1.7 Recruitment Form

It is divided into internal recruitment and external recruitment. In principle, the order of "first inside and then outside" is adopted, and factors such as talent demand analysis and recruitment cost are comprehensively considered.

4. 1.8 internal recruitment

4. 1.8. 1 The main sources of internal recruitment are promotion and job rotation. The main methods are recommendation method (personal recommendation of company employees) and announcement method (letting all employees know about job vacancies and select them through competition). ).

4. 1.8.2 The company office announces every regular employee according to the description of the position to be recruited.

4. 1.8.3 regular employees are eligible to apply to the office after obtaining the consent of their immediate superiors.

4. 1.8.4 The company office organizes internal recruitment review and conducts internal review of candidates. The audit results of general posts and general management posts shall be audited by functional departments, approved by the general manager, and come into effect after being reported to the office. Managers at the director level and above shall be approved by the general manager (chairman).

4. 1.8.5 employees who have passed the audit should hand over their work within one week, go through the handover procedures in the company office, and report to the new department within the specified time.

4. 1.9 external recruitment

4. 1.9. 1 After the deadline for external registration, the office will hold a primary election with all departments according to the requirements of recruitment positions. Review job seekers' resumes and application forms, and establish an external talent pool according to the collected job seekers' information.

4. 1.9.2 The applicant shall provide the application materials and relevant certification materials to the office, and the office and the employing department shall jointly determine the candidates to be employed and the recruitment assessment methods, and the office shall arrange and organize the recruitment interview assessment.

4. 1.9.3 Applicants participating in the interview assessment should fill in the Application Form for Job Application and complete the interview assessment according to the procedures specified in the form. The office reserves the right to investigate and verify the examiner's work experience and personal background.

4. 1.9.4 The interview assessment process is divided into three parts as required. The first part is the initial test conducted by the office (completing the initial test and evaluation of candidates' intelligence, morality and comprehensive quality); The second part, interview with the employing department (completing the vocational qualification examination); In the third part, the office will arrange a second interview to complete the candidate qualification review. For the recruitment of important positions, the general manager (chairman) should conduct the final interview assessment. The assessment includes the following items:

First, appearance, cultivation, and conversation;

Two. Job hunting motivation and job expectation;

ⅲ sense of responsibility and spirit of cooperation;

Ⅳ professional knowledge and skills;

ⅴ Relevant working experience;

ⅵ If necessary, increase written examination or quality assessment.

4. 1.9.5 The office organizes specific preliminary examination work, and fills in the examiner's interview opinions in the comments column at>. The representative of the employing department fills in the opinions of the employing department in the> comments column.

4. 1.9.6 Matters that must be clarified during the interview: salary and benefits, employment conditions and job requirements, special job requirements, registration date, etc.

4. 1. 10 Employment Permit

The office will report the candidates to the person in charge of the position and the general manager (chairman).

4. 1. 10. 1 financial personnel and personnel at or above the director level shall be approved by the general manager (chairman).

4. 1. 10.2 Grassroots personnel shall be reviewed by the head of the employing department and approved by the general manager.

4. 1.65438+

4. 1.65438+ personnel in special positions should provide professional title certificate, qualification certificate, English grade certificate, certificate of termination of labor contract with the original unit, relevant certificate of social security relationship, and recent health certificate of designated hospital. Those who need to provide the above information but are incomplete will not go through the employment formalities, and those who need to postpone the submission due to special reasons will be reported to the company leaders for approval, and the information will be supplemented within the prescribed time limit after employment, otherwise they will not be retained or dismissed.

4. 1. 1 1 If there is any change or supplement to your personal data, please inform the office in time to ensure the rights and interests related to you:

★ Home address and telephone number;

★ marital status;

★. Give birth to children;

★. Contact person in case of accident or emergency;

★. Graduated from training or advanced study.

4. 1. 12 The company reserves the right to review the personal data provided by new employees. If there is any falsehood, the labor contract will be invalid immediately. And compensate the company for all the expenses of recruiting the employee.

4. 1. 13 After receiving the employment notice, you should report to the company office on the specified date. If it cannot be carried out as scheduled for some reason, you should get in touch with the relevant personnel and re-determine the registration date. Candidates who fail to report for duty normally after sending the employment notice are deemed to have given up automatically. Special circumstances may be extended upon approval. The registration procedure includes:

★ Go through the registration formalities and get office supplies, employee manuals or materials, etc.

★ Sign a labor contract;

★ Induction training.

4. 1. 14 new employees will receive systematic induction training; The training contents include: laws and regulations, relevant documents formulated by the company, professional ethics, safety, environmental protection, professional etiquette, professional knowledge and practical skills.

4. 1. 15 training time and person in charge of training:

4. 1. 15. 1 company profile, laws and regulations, relevant documents formulated by the company, safety, professional etiquette and other knowledge training shall be implemented by the office;

4. 1. 15.2 See the department head and accept the work arrangement.

4. 1. 15.3 In principle, professional knowledge and practical skills will be trained for two to three months, and the training will be conducted by the employing department.

4. 1. 15.4 new employees must be trained before they take up their posts.

4.2 Conditions for refusing employment

When recruiting employees, the company will not give different consideration because of nationality, race, gender, age, marital status, religious belief and references, and all employees are equal. The company adopts open recruitment, follows the principle of "openness, equality, competition and merit", and takes intelligence, morality, talent and attitude as the main criteria for selecting employees. For suitable employees who meet the recruitment requirements and have outstanding performance in the company, priority will be given to selection and promotion, and then open recruitment will be considered.

4.2. 1 Being deprived of citizenship and not restored;

4.2.2 Those who have worked in other companies and have not gone through resignation procedures;

4.2.3 Those who have committed criminal cases and have been convicted;

4.2.4 The wanted person has filed a case and has not been revoked;

4.2.5 Those who participate in illegal organizations;

4.2.6 Those who take drugs prohibited by state regulations;

4.2.7 Physical defect or poor health make him incompetent for the job he is applying for;

4.2.81people under 6 years old;

4.2.9 Those who are dismissed by Chuanghongcheng Company;

4.2. 10 department recruits personnel privately;

4.2. 1 1 The relevant documents are incomplete or fraudulent.

4.3 Part-time employment

Part-time employment shall be handled according to the above recruitment and employment procedures.

4.4 interns

4.3. 1 Interns are hired on the principle of joining our company after the internship expires.

4.3.2 The personnel authority and employment approval of interns are the same as those of new employees.

4.3.3 Interns should perform the duties of staff (except for returning to school to do graduation thesis or taking exams).

4.3.4 If you continue to stay in our company after the expiration of the internship period, you will be assessed on the same basis as the probation period, and then the general manager (chairman) will decide whether to stay in our company.

4.5 Any department outside the company's office shall not recruit employees at will.

4.6 For job seekers recommended and introduced by company employees, the recruitment process is the same. Those who fail will not be hired.

5 Supplementary clauses