How to evaluate the recruitment work

This only requires two programs. One is the recruitment process:

1. The heads of various departments determine the organizational structure of their departments, put forward job recruitment requirements to the personnel department, and provide detailed recruitment plans, responsibilities and recruitment-related information.

2. The personnel department determines the recruitment plan according to the actual situation of the demanding department and the company's talent reserve policy.

3. The personnel department publishes recruitment information through various recruitment channels.

4. The personnel department conducts search and screening, and submits resumes that meet the basic requirements to the department head.

5. Each department screens resumes in the second step, and selects resumes that meet the requirements of the department and submits them to the personnel department for an appointment interview.

6. The personnel department arranges the interview time according to the requirements of the department head.

7. Applicants should fill in the application form in detail before the interview, and the recruiter is responsible for the initial test.

8. After preliminary communication, determine whether to enter the next round of interview. In principle, unless it is obviously inconsistent with the recruitment requirements, it should be brought to the head of the department for an interview. After the preliminary interview, the recruiter should fill in the interview opinions.

9. The department head conducts the second round of interview.

10. After the interview of the department head, take the applicant to the office director for an interview.

1 1. Candidates who are considered qualified by department heads and office directors should be brought to the chairman for an interview. The chairman finally decides whether to hire or not and the salary after hiring.

12. For those who decide to hire, the personnel department shall put on record and make good preparations for entry; For those who are not hired, according to the opinions of the interviewers, the resumes will be destroyed, saved and retained respectively.

The second is the performance appraisal procedure:

1, publicize the purpose and principle, starting and ending time and matters needing attention of the assessment;

2, determine the assessment leading group members;

3. Formulate specific evaluation methods;

4, according to the actual situation to develop assessment content;

5, the implementation of assessment;

6. Evaluation summary.