What are the risks in personnel recruitment and how to avoid them?

1. Pre-recruitment: selection of recruitment channels, release of recruitment advertisements, telephone and email consultation.

1) recruitment channels: At present, there are many kinds of talent markets and recruitment websites, and some fake talent websites will also appear. If you don't understand, you have chosen a bad channel, which may lead to your recruitment information being tampered with. Not only will it seriously affect the recruitment effect, but it will also have adverse consequences for the company brand. Therefore, in the selection of recruitment channels, we will strictly review and compare the qualifications and brands of recruitment websites before making a choice.

2) Publish job advertisements: the words used must be legal and compliant. For example, sensitive statements such as male priority and the position is only for married women of childbearing age cannot appear in job advertisements.

3) Telephone and email consultation: After using the job advertisement, you may encounter many job seekers' consultation. In the process of answering, you need to answer with fixed words. For key information such as salary and welfare, it is more appropriate to use competitive salary and welfare telephone to explain. We will explain the details with you after the interview.

Second, during the interview:

1) Special emphasis is placed on the interview division between the employing department and HR. I may sometimes think that some positions are quite simple. The hiring department is so busy that the HR interview decision is OK. But in fact, in the interview process, the roles of the employing department and HR are different, and the focus and angle of examining a person are also different. In this process, the employing department and HR communicate fully with the candidates respectively, which will also reduce certain employment risks.

2) Complete the application registration form. In the case of frequent risks, there is always a gap between the application registration form and the individual application materials. For example, the application registration form has incomplete work experience, and the local contact of the emergency contact person does not fill in.

Third, the interview passed:

1) Education: College degree or above, select Xuexin.com to inquire and print screenshots. What should I do if I meet a junior college degree or below? Need to contact the school teacher to confirm.

2) Confirmation of the last two work experiences: it needs to be confirmed with the human resources department of the previous unit and the direct supervisor of the applicant. Understand the entry and exit time, work content, work performance during the on-the-job period, and whether there is any violation of the company's system.

3) Confirmation of fixed telephone, telephone confirmation of local contacts, emergency contacts and immediate family members.

4. Before formal employment:

1) Submit employment materials: All materials must be signed by myself and marked with the words "This copy is consistent with the original, and I am willing to bear all responsibilities if it is false".

2) ID card identification: all employees are required to provide the original ID card for verification before joining the job. In particular, it is necessary to confirm whether the ID card and I are the same person. Although the ID card verification data shows that the proportion of fraud is less than 1% or lower, if such people appear, it will bring serious negative impact to the enterprise.