The specific process of recruiting personnel

1. Apply to the personnel department: the department manager puts forward the number of people, posts and requirements needed by the department to the personnel department and explains the reasons to the personnel department.

2. The HR department will conduct a review, and the top management will review the recruitment plan.

3. According to the application form submitted by the department that needs to recruit personnel, the personnel department determines the position name and required quota of the department.

4. Limit the basic requirements, qualifications and conditions of candidates, such as education, required age, required ability and experience.

5. Review the basic salary and budget salary of all recruitment positions.

6. The Human Resources Department formulates the venue, publishes the recruitment materials, prints the notice or company publicity materials, and the application date.

7. Contact the talent market or post a recruitment notice to arrange the interview time, place and interview method.

8. After the interview, the personnel to be recruited are finally determined, and the probation entry procedures are handled. Those who meet the requirements will be turned positive and go through the formalities.

9. Sign a contract with the recruiter and put it on record.

Extended data:

After choosing the right recruitment channel, enterprises should do two things well in information release:

First of all, we must be clear about the recruitment priorities. When publishing recruitment information to the outside world, enterprises need to determine the focus of each recruitment activity according to the priority of personnel demand in different positions, so as to determine a core for recruitment activities.

Second, key positions should be highlighted. Generally speaking, the first purpose of an enterprise to publish recruitment information is to attract the attention of job seekers. How can I attract the attention of job seekers? That is, highlighting, after determining the key points and core positions of the whole recruitment activity, enterprises need to highlight these position information in typesetting, such as enlarging the position demand information and adding the words "urgent need". In short, these job information should be outstanding, individual and unique.

Reference link: Baidu Encyclopedia-Recruitment Workflow