What should be paid attention to in personnel recruitment?

Company personnel recruitment process 1. Recruiters (new or missing staff) must fill in the Personnel Demand Application Form (see attached table 1) by the employing unit, which will be reviewed by the company's leaders in charge, sent to the company's office personnel supervisor for review to see if it meets the staffing and post requirements, and then reported to the company's general manager for approval and included in the company's recruitment plan. 2. The HR supervisor formulates the recruitment plan and job description according to the personnel demand application form, and cooperates with the planning department to select the appropriate media to uniformly release the public recruitment information or select the appropriate talents from the company's talent pool. 3. The employment of employees at all levels is based on the principle that their morality, knowledge, ability, experience and physique are suitable for their posts. Under the condition of not affecting the post work, pay attention to hiring disabled people and people with certain expertise. 4. Daily recruitment: the HR supervisor receives and makes an appointment for the candidates, instructs the candidates to fill in the recruitment form (see Table 2), investigates and verifies the authenticity of the information provided by the candidates, conducts an interview with the employer after preliminary screening, and finally reports it to the general manager for instructions. Centralized recruitment: the personnel supervisor will conduct primary selection of candidates, and then the employer and company leaders will set up a recruitment assessment team, which will conduct centralized interview assessment and report the collective research opinions to the general manager for instructions. The positions of salespersons, security guards and cleaning staff of a commercial management company shall be determined by the person in charge of the unit, but shall not exceed the number of employees. In case of outstanding talents, the personnel supervisor can report to the general manager at any time and take summary procedures to avoid brain drain. 5. Probation personnel should report to the company office before taking up their posts, and they can only take up their posts after the personnel supervisor has conducted corporate culture education and pre-job company system training, and sent the Notice Form of Employee Probation (see Table 3) to the employing department. 6. Those who pass the probation period assessment (those who perform well can suggest shortening the probation period), after the probation period expires, the supervisor of the directly affiliated unit shall fill in the Notice of Employee Probation in time, which shall be signed by the probationer himself, reviewed by the personnel supervisor, reported to the general manager for approval, and go through the formalities of becoming a regular employee. 7. In case of poor performance during the probation period, the immediate supervisor should suggest extending the probation period or stopping the probation period, and sign an opinion on the notice form of employee probation period, which will be signed by the probation period himself and dismissed after being examined by the personnel supervisor. 8. If the employee is hired without authorization according to the above-mentioned prescribed procedures, the company will not recognize it and will not pay wages.