How to write the recruitment account number

Question 1: When doing the recruitment ledger, there will be interviews from time to time, and you need to set a date reminder. How to set in excel? The picture is as follows. Set the data validity period of each time period, and then drop down to the same time period or select the same time period to set the time validity period.

The steps are as follows: once the data is valid and the allowed date is less than June 29th (the next same setting is just to change the time period to July 2nd and so on), write not expired in the big box of input information, and write that the interview period has arrived in the big box of error warning! I'm sure.

In this way, there are tips every day. Tips that have not expired have not expired, and the interview period for expired tips has arrived.

If you use data validity as an auxiliary column on the chart, you can click the date of the cell on the chart to write the date.

Question 2: How to write the requirements for recruiting a raw material warehouse manager? /kloc-more than 0/year working experience in warehousing, familiar with basic computer operation, responsible for receiving, managing, delivering and inspecting goods; 2. Familiar with raw and auxiliary materials and products in and out of the warehouse process. Be able to do a good job of warehouse warehousing management account on time, and feedback the material warehousing plan of raw material warehouse or workshop warehouse in time; 3. Familiar with finished product management. Complete a series of work such as receiving goods, counting, warehousing, delivery and counting. , to ensure that the inventory is in good condition, the accounts are consistent, and to ensure the normal operation of production. 4. Good communication and coordination skills; 5, hard-working, serious and responsible, can work overtime.

Question 3: What are the job responsibilities of personnel recruiters? Personnel (Personnel, Performance and Compensation) Assistant:

1, under the direct leadership of the department head, responsible for personnel, assessment and salary management.

2. Under the guidance of the department head, organize and carry out analysis and research on the organizational structure, post setting, division of responsibilities and staffing of the unit, and draft relevant optimization design schemes.

3. Responsible for reviewing and handling personnel procedures such as employee recruitment, employment, regularization, grading, attendance, rewards and punishments, changes, promotion (demotion), resignation, etc., and assisting fresh graduates to handle file keeping and account transfer procedures.

4. Sign labor contracts with employees in time, establish labor contract accounts, clarify labor relations, and prevent and assist in handling labor disputes.

5. According to the company's performance management system, organize the implementation of employee performance appraisal and promote performance management.

6 audit, statistical appraisal results, make appraisal report, and keep the appraisal data in accordance with the provisions.

7. According to the company's salary and welfare management system, be responsible for salary tabulation and welfare list audit, ensure accurate data and timely submission, and do a good job in salary and welfare report management.

8. Under the guidance of the department head, investigate and improve the salary and benefits of employees, and handle social insurance for employees according to the company system.

9. Make monthly and annual reports of human resources to ensure accurate data and timely submission.

10, responsible for fax and reception of documents and materials, timely registration and delivery.

Personnel (Recruitment and Training) Assistant

1, under the direct leadership of the department head, responsible for the recruitment and training of human resources in this unit.

2. According to the overall development plan and objectives of the unit, organize the investigation of the current situation of human resources in the unit, make a good forecast of human resources demand and supply, draw up the annual and monthly recruitment plan of human resources in the unit, and implement the recruitment plan after approval.

3. Establish employee recruitment channels to ensure that human resource needs are met.

4. According to the recruitment plan and tasks, organize on-site recruitment, and arrange candidates' initial test, evaluation, retest, physical examination and registration.

5. According to human resource planning, organize internal competition among employees to meet the needs of managers.

6. Investigate the training needs of employees, design relevant training courses, draft annual and monthly training plans for employees, and organize their implementation after approval.

7. Conduct pre-job (induction) training for new employees and training for on-the-job employees.

8. Collect and sort out the training plans of various departments, and give suggestions or guidance on the planning and organization process.

9. Guide employees to carry out career planning and management, and reasonably build a talent echelon.

10, conduct personnel interview, communicate effectively, and follow up the probation period of new employees.