What are the general processes and strategies for recruiting personnel in enterprises?

First, make a recruitment plan and strategy.

Recruitment plan is the arrangement made by an organization at a certain stage of recruitment according to its development goals and job requirements, including recruitment goals, time and channels for information release, types and quantity of employees to be recruited, selection scheme and time arrangement.

Specifically, the employee recruitment plan includes the following contents:

1) Recruitment position, requirements and number of personnel required.

2) Publish recruitment information.

3) Recruitment target.

4) recruitment methods.

5) Recruitment budget.

6) Recruitment schedule.

Second, publish recruitment information and search candidate information.

Organizations should release recruitment information to the public through various channels, inform the public of employment plans and requirements, and ensure that more qualified personnel come to apply.

Enterprises can search the information of candidates in the following ways: ① the job application form filled out by the applicant himself, including gender, age, education, major, work experience and performance; (2) Recommended materials, that is, recommended materials written by relevant organizations or individuals to the unit; (3) Investigation materials refer to the recruitment of certain positions, and it is also necessary to personally go to the unit where the applicant has worked or studied or to investigate the relevant personnel who have contacted him, so as to master the first-hand materials.

Third, choose

The selection process generally includes a preliminary review of all applicants, a test of knowledge and psychological quality, and an interview to determine the final recruiter.

Fourth, employment.

The process of personnel recruitment can generally be divided into several stages, such as signing a trial contract, placing new employees, pre-job training, trial and formal employment.

Probation is a tentative use of new employees by enterprises, and it is a further assessment of employees' ability and potential, personal quality and psychological quality.

The formal employment of employees refers to the process that new employees who have good performance and meet the requirements of the organization become formal employees of the organization after the probation period expires. Generally, the employing department will assess and identify new employees according to their specific performance during the use period and submit them to the human resources management department. The Human Resources Management Department formally employs the employees who have passed the examination, and signs a formal employment contract with the employees on behalf of the organization to formally clarify the responsibilities, obligations and rights of both parties.

A formal employment contract shall generally include the following contents:

The name, sex, address and legal social status of the party concerned;

The legal basis for signing a labor contract and the term of the labor contract;

Work content, labor protection and working conditions;

Labor remuneration, labor discipline, conditions and procedures for changing and dissolving the labor contract;

Responsibility and treatment of violating labor contract.

Verb (abbreviation of verb) recruitment evaluation

Recruitment evaluation mainly refers to the evaluation of recruitment results, recruitment costs and recruitment methods. Generally, after a recruitment, it is necessary to summarize and evaluate the whole evaluation work in order to further improve the efficiency of the next recruitment.

The evaluation of recruitment should generally be carried out in the following two aspects: first, the efficiency evaluation of recruitment; The second is the evaluation of the hired personnel.

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