Case analysis of recruitment process

Take the recruitment workflow of a hardware company as an example;

Chapter I Recruitment Plan

Article 1: All departments of the company need to recruit employees, and should apply to the human resources department of the company in advance, fill in the application form for recruiters, indicate the reasons for recruiting personnel, and put forward the positions, numbers and requirements for recruitment.

Article 2: According to the staffing situation of each department and the recruitment application of each department, the Human Resources Department puts forward preliminary opinions after full communication with each department and submits them to the General Manager for approval before implementing the recruitment.

Chapter II Recruitment Principles and Methods

Article 3: Recruitment principle: fair competition, merit-based recruitment.

Article 4: Recruitment methods: divided into external employment and internal employment.

External recruitment: internal staff recommendation, newspaper recruitment for the society, school recruitment, participation in talent exchange and on-site recruitment in the labor market, entrustment of professional headhunting companies and industry associations, online recruitment, etc. Internal employment: all employees of the company can participate in the competition according to the required post requirements and their own abilities, but they need to participate in the interview and assessment organized by the company;

Chapter III Application

Article 5: Applicants shall truthfully fill in the application registration form, and submit the originals and photocopies of the application materials such as academic qualifications, resumes, ID cards and certificates of various professional titles.

Article 6: After collecting all the materials of the applicant, the Human Resources Department will conduct a written preliminary qualification examination with the manager of the employing department;

Article 7: Candidates who pass the preliminary examination of written materials will be notified to attend the interview or interview on the spot.

Chapter IV Interview

Article 8: The recruitment team is generally composed of the leaders of the human resources department and the employing department.

Article 9: Interview Contents and Responsibilities of the Recruitment Team:

A. examine whether the applicant has professional qualities and qualifications.

B. Assess whether the applicant has formal employment qualifications and comprehensive quality.

C. make a preliminary decision after comprehensively analyzing the opinions of the team members.

Article 10: Interview Evaluation:

A. interview team members should evaluate the interview results and express their opinions.

B the evaluation criteria should be based on the actual situation of the company and the business needs of the post.

Article 1 1: Review interview results:

After the interview (additional test), the Human Resources Department will summarize the interview results, and the qualified candidates will submit the candidate materials to the General Manager for approval.

Chapter V Employment

Article 12: After the employment list is confirmed, it shall be confirmed and notified in time; For those who are not selected for the interview and fail in the interview, the human resources department will organize their information into the company's talent pool.

Article 13: The general manager will conduct the final interview and confirm the confirmed employees.

Article 14: For qualified personnel, the human resources department will negotiate with the employing department on the day they enter the company to determine their grades, and then submit them to the general manager for approval.

Article 15: Relevant procedures for the employee to enter the company:

1. Provide personal materials as required, including ID card, education certificate, experience certificate, etc.

2. Provide formal and effective personnel procedures, such as resignation certificate or other relevant information.

3. Those who fail to provide relevant materials or practise fraud as required shall be disqualified and reported to the competent leader.

Chapter VI Entry Procedures for Employees on the Same Day

Article 16: The employee shall fill in the detailed employee file registration form and get the attendance card to start attendance.

Article 17: Go through relevant formalities or sign relevant agreements (depending on the needs of the post).

Article 18: Basic introduction of the company, introduction of department personnel, application for related office supplies and equipment, etc.

Article 19 The Human Resources Department organizes induction training, and all departments organize business skills training.

Article 20: All economic problems arising from the employment of the employee and the original relevant units shall be handled by the employee himself.

Twenty-first: the problems that occur between the fresh graduates' application and the original school shall be solved by the recruited students themselves.

Chapter VII does not apply.

Article 22: This regulation does not apply to temporary workers, hourly workers and interns recruited by the company.

Chapter VIII Principles

1, objective and fair principle

Personnel departments and managers must overcome personal likes and dislikes, select people with an objective attitude and vision, and be fair, objective and fair.

2. The principle of having both ability and political integrity

In the recruitment of talents, we must pay attention to the moral cultivation of candidates, and on this basis, examine the talents of candidates to achieve both ability and political integrity.

3, the principle of first inside and then outside

Personnel departments and employing departments should first select suitable talents from within the company, and then conduct external recruitment on this basis to make full use of and integrate the company's existing human resources.

4. Avoidance principle

Having both ability and political integrity and appointing people on merit is the company's basic employment policy. Therefore, the company will choose the relatives and friends introduced by the company's existing employees on the basis of full investigation, but the relevant personnel should take the initiative to avoid during the recruitment process, and at the same time, they should not exert pressure on the recruitment process or personnel, which will affect the objectivity and fairness of the recruitment.

Chapter IX Supplementary Provisions

Article 23: The Human Resources Department shall be responsible for the interpretation of these Provisions.

Article 24 These Provisions shall come into force as of the date of promulgation.