On the reasons and procedures of hiring employees in human resource management examination

Possibility of employee recruitment reasons: 1. In the period of rapid development of enterprises, the organizational structure is further refined, and new job requirements appear, which need to be added and supplemented; 2. There are many reasons for the vacancy in the establishment after the establishment of posts and personnel quota, such as the number of personnel is not full, the personnel leave their posts to supplement, and the personnel are supplemented after personnel changes. 3. Recruit reserve positions in advance, such as school recruitment positions at the end of the year; 4. Some retired workers are re-employed.

Staff recruitment can be divided into internal recruitment and external recruitment. Here, we mainly introduce the external recruitment process: 1 to understand the enterprise strategy, organizational structure setting and new position positioning. 2. Confirm the job content, job requirements, salary and benefits, number of recruits, etc. The employer in charge of the new position. The more detailed, the better; 3. The applicant should supplement and go through the examination and approval procedures; 4. After the approval process is completed, choose different recruitment channels according to the nature and importance of the post, such as general workers, administrative and auxiliary functions, and it is best to choose local talent market, local human resources website and local talent service institutions; Managers, national expatriates, and special types of work, it is best to choose national websites, such as Zhilian, and worry-free future. For executive positions and core positions, it will be better to choose headhunters or Zhilian's worry-free future recruitment channels; 4. Communication before the interview is very important. Fully understand the needs of both sides and be honest with each other. This process must be taken seriously to confirm the fit between the two sides; 5. notify the interview. For the personnel screened in the fourth process, the interview time should be agreed as soon as possible, without delay, so as not to pass the talent shelf life; 6. I won't elaborate on the following procedures, such as re-examination (depending on the situation, not necessarily), notification registration, probation assessment, etc. In short, recruitment is a technical activity, as important as other links, so treat it with caution!