What is the main content of personnel recruitment?

First, fill in the supplementary application form for personnel

1. When there are vacancies such as employee resignation and increased workload in the department, you can apply to the Human Resources Department for a supplementary personnel application form;

2. The personnel supplementary application form must be filled in carefully, including supplementary reasons, supplementary post qualifications, supplementary personnel work contents, etc. And the qualifications must be written with reference to the job description.

3. The completed Supplementary Personnel Application Form must be signed and approved by the person in charge of the employing department and submitted to the Human Resources Department.

4. The Human Resources Department will check the allocation of human resources in each department and check the company's existing talent pool after receiving the application form for personnel supplement in the department, and decide whether to transfer in from inside to solve the personnel demand.

5. If the internal transfer can't meet the vacancy demand, the human resources department will report the company's overall personnel replenishment plan to the general manager, and after the approval of the general manager, the human resources department will conduct external recruitment.

Second, determine the recruitment planning stage

1. The recruitment plan shall determine the basic qualifications and job requirements of each position according to the job description. If the existing job description of the company cannot meet the needs, the job description of the new position should be determined, updated and supplemented according to the work needs.

2, according to the qualifications of recruiters, job requirements and recruitment quantity, combined with the talent market situation, determine what kind of recruitment channels to choose.

(1) When recruiting multiple positions on a large scale, you can recruit through recruitment advertisements and large-scale talent exchange meetings;

(2) When there are not many recruiters and the job requirements are not high, you can publish recruitment information internally or participate in general talent exchange meetings.

(3) When recruiting senior talents, they can be recruited online or recommended by headhunting companies.

3. According to the recruitment requirements, the Human Resources Department prepares the following materials:

(1) job advertisement. The recruitment advertisement includes the basic information of the enterprise, the recruitment position, the basic information of the candidates, the registration method, the registration time and place, the documents and materials to be carried when registering and other matters needing attention.

(2) company publicity materials.

(3) Candidates' application form, employee application form, notice of re-examination and written test, notice of re-examination (talent show), interview evaluation form, thank-you letter, interview preparation and written test papers, etc.

Third, the personnel selection stage.

1. Collect application materials and conduct preliminary tests.

(1) The recruiter must conduct the preliminary examination in strict accordance with the recruitment standards and requirements. When screening application materials in the first instance, they are generally compared in terms of education, gender, age, work experience, appearance and temperament, and household registration.

(2) Those who meet the basic conditions can participate in the second interview (interview), and those who do not meet the basic information will be eliminated directly after registration.

2. Interview procedures:

The interview methods mainly include: leaderless group discussion, structured interview and one-on-one interview.

(1) HR manager interviews front-line personnel. The interviewer carries the interview notice, and after the staff arranges the information of the interviewer, they will lead the interviewer to the interview place in order.

(2) The interviews of financial personnel, planners and other professionals shall be conducted by the managers of the corresponding departments. It is organized according to the following process: the human resources department collects and sorts out the candidate information and submits it to the corresponding department manager; After preliminary screening, the department manager will submit the list of successful candidates to the Human Resources Department. The Human Resources Department informs the second interview, and the second interview (interview) personnel will be led by the staff after they arrive at the designated place for interview, and the interviews will be conducted in sequence.

(3) The HR manager is responsible for the first interview of personnel in other positions, as above.

(4) Personal information that the applicant should submit to the Human Resources Department.

A) Copy of resident ID card, copy of household registration book, copy of education certificate and 3 photos of 1 inch.

B) Job application form, resume and other materials that can prove your identity and ability.

3. Under any of the following circumstances, the employee shall not be employed as a company employee:

(1) Patients with mental illness, infectious diseases or other serious diseases.

(2) Having a criminal record (reeducation through labor, detention, sentencing, etc.). )

(3) Workers who are not allowed to engage in commercial retailing are stipulated by the national health and epidemic prevention department.

(4) Minors

(5) Those who have been removed from the company.

(6) The labor contract with other enterprises has not expired.

4, written test related regulations

(1) Only those who have passed the re-examination are eligible to take the written test.

(2) Those who take the written test must be present on time. If they cannot be present for special reasons, they should contact the staff of the Human Resources Department to arrange other sessions. Candidates are not informed in advance or are not special.

Those who are late for more than half an hour are deemed to have given up the job application automatically. The next written test and review will not be arranged.

(3) Candidates must fill in the "name, position and contact number" carefully and clearly on the written test paper.

5. Comments (talent show)

(1) Those who pass the written test are eligible to participate in the review;

(2) The second interview is mainly to give candidates a chance to show themselves, which is the final check for candidates. Participants need to prepare "self-introduction" and "talent show" programs.

(3) The review shall be attended by competent leaders at all levels and the manager of human resources department. It is a meeting between competent leaders at all levels and the employees to be applied for. The staff should arrange the venue first, and the host should be guaranteed.

The atmosphere is active and orderly, which truly embodies the spirit of the company.

6. Staff recruitment

(1) After the second interview, the general managers at all levels and the * * * manager of the Human Resources Department will jointly determine the list of candidates;

(2) The staff shall issue the Employee Registration Notice and the Thank-You Letter to the employees on the final list according to the number, and the notice shall indicate: name, number, employee registration time, materials to be prepared for employment procedures and other related matters.

(3) After the employee is hired, he must go through the guarantee formalities and sign the guarantee. Newly registered employees must provide a copy of the guarantor's ID card, a copy of the household registration book, a copy of the real estate license, and a guarantee signed and sealed by the guarantor.

(4) The Human Resources Department establishes employee files for each new employee, and the new employee submits personal information (copy of ID card, copy of academic certificate, photos and other related materials) when going through the employment procedures.

(5) Newly registered employees need to pay the living expenses of the military academy and prepare other military academy items to participate in military academy training.

Fourth, recruitment evaluation.

(1) The recruitment evaluation team is composed of competent leaders at all levels, HR managers, assistants, recruiters and department leaders who need to be supplemented.

(2) Recruitment evaluation is mainly carried out from the following aspects: the staffing situation of each position, the satisfaction degree of candidates to job requirements, the recruitment rate, and the cost control of recruiting units.