What problems should enterprises pay attention to in the process of employee recruitment?

1, pay attention to the writing of recruitment notices, put an end to discriminatory contents in recruitment notices, and do not restrict nationality, race, gender, religious belief, disabled people, household registration and region; ?

2. It is not a specific position, and the natural attributes of candidates such as height, gender and age should not be restricted; ?

3. Special attention: The employing unit shall not refuse to employ a person on the grounds that the person is a carrier of infectious diseases, otherwise it may be ordered to pay spiritual comfort; ?

4. Review the identity of the applicant to ensure the authenticity of information such as identity. Employers should use their ID cards to buy social security. If the audit is not strict, job seekers using fake ID cards will bring unnecessary trouble, and the employer will also bear the corresponding liability for compensation.

Extended data

In the recruitment process, because the recruiter doesn't know the real working ability of job seekers, low-ability job seekers may pretend to be high-ability job seekers to deceive enterprises (such as job seekers forging graduation certificates and letters of recommendation) and exaggerate their abilities to deceive enterprises to sign labor contracts with themselves, which will greatly reduce the effectiveness of recruitment, thus triggering recruitment risks and bringing huge losses to enterprises.

In order to avoid risks correctly and realize the effectiveness of recruitment, the main countermeasure to solve recruitment risks is to increase the information symmetry of both parties. Specifically, the following measures can be adopted:

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your expenses, but on clear job requirements, suitable recruitment methods and standardized recruitment procedures. In order to prevent the phenomenon of camouflage in the recruitment process, recruiters must formulate recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing recruitment results, and evaluating recruitment itself.

Recruiters should get more information about job seekers. Recruiters are required to actively collect information about job seekers, including interviews and psychological tests, in order to obtain hidden information of job seekers, such as personality, potential and personality. Recruiters can also verify the authenticity and ability evaluation of job seekers' materials through various channels, such as former employers, graduate schools of job seekers and headhunting companies.