What aspects should be paid attention to in personnel recruitment?

The following basic process links of recruiters are all aspects that need attention.

Personnel recruitment process

1. Application by employing department: the department manager puts forward the required number of people, positions and requirements to the personnel department, and explains the reasons;

Second, the Human Resources Department reviews and the top management determines the recruitment plan.

Three, the personnel department according to the application form submitted by the department, determine the recruitment position name and the number of places needed;

Fourth, the basic requirements for candidates are academic qualifications and conditions, such as academic qualifications, required age, required ability and experience. ;

Five, the basic salary and budget salary of each position;

6. Formulate and publish materials, prepare notices or company publicity materials, and the date of application;

Seven, contact the talent market or post a recruitment notice; Arrange the interview time, place and interview method.

8. Finalize the personnel, go through the entry formalities during the probation period, and go through the formalities of qualified employment.

Nine, sign the contract and file.

An example of a hardware company's recruitment workflow: Chapter 1 Recruitment Plan Article 1: If all departments of the company need to recruit employees, they should submit a recruitment application to the company's human resources department in advance, fill in the application form for recruiters, indicate the reasons for the need to recruit 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 recruitment methods article 3: recruitment principles: fair competition and 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 content and responsibilities of the recruitment team: a. Check whether the candidates have 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. members of the interview team 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 11: Review of 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 employment of employed personnel: 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 Employee Entry Procedures Article 16: Employees fill in the detailed employee file registration form, get the attendance card and 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 to Article 22: This provision does not apply to temporary workers, hourly workers and interns recruited by the company. Chapter VIII Principles 1 Principles of Objectivity and Justice 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 "inside first and then outside" In talent recruitment, the personnel department and the employing department 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.