Job information usually includes which of the following contents?

Recruitment position information usually includes recruitment company information, recruitment position information and information receiving method.

Recruitment company information: company name, company profile, job requirements, etc.

Job information: job title, job function introduction, job evaluation (position and future promotion space), job qualification, salary and benefits, number of recruits, etc.

Information receiving method: contact person, contact information (telephone number, email address), company address, navigation bus route, etc.

Recruitment is one of the work contents of human resource management, and the process includes posting recruitment advertisements, re-examination and employment rotation. The person in charge of recruitment is called a recruiter. They are experts in human resources, or employees in the personnel department. The final choice of employment belongs to the employer, who signs employment contracts with suitable candidates.

Risk prevention of recruitment

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.

3. Recruiters should adopt different recruitment skills and methods. When evaluating candidates, recruiters can conduct psychological tests, professional skills tests, interviews, scenario simulations, etc. In addition, error correction technology should be adopted to overcome information asymmetry, and the recruitment technology of "trusted information transfer method" should be applied according to the changes and different stages of information development. Of course, it is profitable for recruiters to obtain information, but it also needs to pay a certain cost.