If you don't want the defendant to get compensation, you must avoid the pit when recruiting employees!

If you don't want the defendant to get compensation, you must avoid the pit when recruiting employees!

1, the correct posture for sending recruitment information.

Employment conditions should not be simple and broad, but should be clearly written or even quantified, and signed by employees. Important positions must be reviewed by the leader or boss before the recruitment information is released. In an enterprise, nothing is more important than recruiting people except business. Ask the boss not to be lazy, but to ask about his job responsibilities. Don't exaggerate welfare benefits as an eye-catching weapon. Recruitment information cannot contain unreasonable restrictive information such as gender, marital status, nationality, household registration and health status.

For example, we often encounter cases in which the company was sued by employees during the probation period, and the company was very wronged. "Is it reasonable to say that you can't fire people during the probation period?" "The reality is that you can't prove that employees don't meet the job requirements according to the law, and the labor contract is thick; Once you know the situation, it is a 360-degree oral evaluation, but you can't say it in court. The company shall specify the specific conditions for becoming a full member after the probation period expires. Only when it is clear and detailed, when the employee does not meet the employment conditions of the company, can he "start with the knife", otherwise the probation period will be buried.

2. Send the employment notice/email correctly.

On the premise of confirming the employment, the company will send an employment notice/email to the workers, and the matters needing attention in the notice. It is necessary to clarify how long it will take workers to reply after receiving the notice. If you don't reply within the time limit, it will be regarded as giving up the employment opportunity. If there is any follow-up situation, the company has the right not to sign a labor contract with the employee. There is no problem with the medical examination report, and then the employment notice will be issued.

3. Check the employment information.

Confirmation of service address: Let employees specify the service address, emergency contact person and address in the employment registration materials, and stipulate that if notice, arbitration/litigation documents need to be sent to employees, mailing them to the above address will be deemed as service.

Review the resignation certificate: the employee should have dissolved the labor relationship with the original employer, and at the same time check whether the non-competition agreement has been signed with the original employer. If the position applied for is prohibited from competition, then he should be cautious when recruiting, otherwise the former employer may require the company to bear joint liability with the employee. Education and professional qualification: If the post requires corresponding education certificate or other professional qualification certificate, it shall be verified in Education official website in time.

As business owners, shareholders, management and human resource management, we should know how to protect the legitimate and compliant interests of the collective from practice and come up with professional models from the recruitment process! !