How much is Foxconn’s internal recruitment bonus? Can the referral bonus be returned?

Foxconn’s internal recruitment bonus is now about 1,800 yuan. This bonus is distributed monthly, of which 500 yuan is Foxconn’s internal shopping card. There are also referrals, and it should be 200 yuan. Generally, it will be paid into your salary after 3 months. You can check it with your salary slip when the time comes.

Foxconn’s recruitment process

1. Demand reporting:

Quanxu employees (non-general workers) will report their needs to the requesting unit; non-Quanxu employees (non-quanxu employees) General workers) are reported by the production management who does the production planning according to the production needs.

Second, requirements review:

The requirements are reviewed step by step by the IE, management, human resources and top department managers of the business divisions, business groups, and groups.

IE mainly evaluates the corresponding current human demand status and required additions based on indicators such as standard manpower allocation, turnover rate, efficiency improvement plan, capacity utilization, department saturation and value.

Management is mainly about evaluating existing labor costs and new costs for this purpose.

Human Resources is mainly responsible for filing corresponding information and making advance preparations for internal transfers, internal recruitment and external recruitment.

The department head makes the final decision.

3. Internal transfer and internal recruitment:

Internal transfer refers to the transfer of human resources within the business group.

Internal recruitment refers to the mutual mobilization of human resources between other business groups within the group.

Foxconn’s principle of human resource mobility is “internal transfer first, then external recruitment.” Especially today, when labor costs are strictly controlled after the promulgation of the new "Contract Law", fully absorbing internal non-performing resources is the key to reducing Foxconn's burden and increasing efficiency.

Four. External recruitment:

Only when suitable talents cannot be found within Foxconn, the external recruitment plan will be implemented.

To implement external recruitment, the first step is to publish the recruitment plan.

The second is to choose channels. Foxconn's main external recruitment channels include: major talent markets, Foxconn recruitment and job search websites, schools, employment agencies or headhunters, internal recommendations, and even on-site general worker recruitment at the gates of each park.

Again, prepare job advertisements.

Fourth, organize resources and select a recruitment team of suitable candidates.

1. The people who presided over Foxconn’s initial interviews were mainly recruiters. Since their main job was to screen basically qualified people and collect resume information, they passed the initial interview and the re-examination.

2. The re-examination is usually held at Foxconn’s local office. The time is usually within 7 days after the initial interview.

3. Before the re-examination, the experience information, certificates, academic certificates, etc. you provide will generally be reviewed (if it is a fake bachelor's degree or above, please do not take the test, because Foxconn has a special verification center and A large and professional team of lawyers). And check whether you have working experience within Foxconn and whether you have left your job for more than one year.

4. Retest. Generally, you will be interviewed by your two-level supervisors above you (sometimes just your immediate boss will interview you). The content of the interview is varied: written test, practical operation, and more of a conversation. Generally speaking, although admission is made by the top manager, the interview impression of your immediate supervisor is very important and can already decide whether you stay or go.

5. Although it is inevitable to discuss salary and other benefits during the interview, just your two-level supervisors are not enough to determine your salary requirements, unless your supervisor is highly valued by the top supervisor. Or you have a high degree of education, long working hours, or an excellent corporate background.

6. The re-examination results will take effect after being approved by the data manager, human resources manager and top manager. The salary is generally determined based on the negotiation requirements during the interview and the company's standards. Generally, companies will set wages according to standards, regardless of whether there is an agreement between the interviewer and the requesting unit.

7. If the company recognizes that you are a suitable candidate, it will notify you of a physical examination 15 to 60 days after the interview. (Do you feel that the waiting time is too long? There is nothing you can do. This is Foxconn’s procedure and Thinking; in addition, the more suitable you are, the shorter the waiting time will be, and human resources will proactively contact you frequently). If your health is not serious, you can report.

V. Registration:

1. No need to bring bedding. Foxconn provides work clothes, sheets, pillows, quilts and other supplies.

2. Sign a contract when you check in, usually for 3 years for the first time.

3. Take photos, issue factory signs, and issue "Employee Code of Conduct" and other materials.

4. Conduct on-the-job training, etc.