What are the principles of personnel recruitment?

Question 1: What are the recruitment principles of human resource management staff? In order to make the staff recruitment work healthy and smooth, the following principles should be followed in the recruitment process:

1. Open recruitment principle: announce the recruitment unit, type, quantity, qualifications and conditions, examination subjects, methods, time and place to the public through newspapers or other means.

2. The principle of mutual competition: by means of competition such as examination and assessment, the advantages and disadvantages are identified and the candidates are determined.

3. The principle of equal treatment: treat all applicants equally, and select and hire outstanding talents in all aspects without sticking to one pattern.

4 according to the ability, talent, work intensity or difficulty, work requirements and other principles of using talents. And treat them differently, so that people can make the best use of their talents and their strengths.

5. Principle of comprehensive investigation: Conduct comprehensive examination, assessment and investigation on the candidate's morality, knowledge, skills, intelligence, psychology, work experience and past performance, so as to judge whether the candidate can effectively perform his/her job duties and what the development prospect is.

6. Principle of merit-based admission: According to the examination results of candidates, make a comprehensive assessment conclusion, and select the best candidates according to the employment standard of "survival of the fittest".

7. Pay attention to the principle of efficiency: flexibly choose the appropriate recruitment form according to different recruitment needs, and hire high-quality employees at the lowest possible recruitment cost; 8. Law-abiding business principle: Employee recruitment must comply with national laws, regulations, policies and regulations such as the Labor Law.

Question 2: Briefly describe the principles and methods of recruitment and employment.

Chapter I General Principles

Article 1 People-oriented is the primary factor of the company's success. In order to attract and retain outstanding talents, these measures are formulated.

Chapter II Company Recruitment and Employment Policies

Article 2 The company's recruitment and employment principles are: careful organization and planning, comprehensive scientific evaluation, being good at finding talents, strictly selecting the best, and putting quality before quantity.

Article 3 The company does not regularly recruit in batches, not sporadically, which is convenient for pre-job training. The employment of foreigners must be approved by the local labor and personnel department.

Chapter III Recruitment Application

Article 4 All departments and subordinate enterprises shall, according to their business development, work needs and personnel usage, put forward the employee recruitment requirements, fill in the recruitment application form and submit it to the personnel department.

Article 5 The Personnel Department is the functional department responsible for the unified recruitment of the company. According to the recruitment applications of various departments, it puts forward the recruitment plan of the company and submits it to the competent general manager and deputy general manager for approval.

Article 6 The personnel department shall give priority to the selection and deployment of talents from within the company when preparing the recruitment plan.

Chapter IV Recruitment Methods and Selection

Article 7 The recruitment methods of the company are as follows:

Publish recruitment information through news media (newspapers, television and radio);

Recruitment by setting up stalls in the talent market held regularly or irregularly;

Search from various talent pool systems;

Recommended by college and vocational school graduates;

Introduction of on-the-job employees;

Introduction of management consulting company;

Celebrity introduction;

Find it through a talent agency (headhunting company);

Joint training with education and training institutions;

Reinstatement of resigned employees;

Others.

Article 8 When recruiting employees, there should be clear requirements on posts, job responsibilities, education, experience, skills and age. Fill in the candidate registration form if you are interested in applying.

Article 9 Selection of employees.

The company set up a recruitment team to be responsible for the selection of personnel, consisting of at least three people, from the personnel department, company leaders or external human resources experts.

Primary election. After reviewing all the application materials, the personnel department selects the qualified personnel and sends an interview notice.

Interview. The recruitment team evaluates the interviewers and fills in the interview record form; When necessary, the interviewer can be given written examination, interview, professional skill measurement, case analysis, written reading and foreign language proficiency test.

Hire. The recruitment team will examine all the second-round examiners, put forward opinions on whether to hire or not, and send an employment notice after being approved by the company leaders. For those who are not hired, it is best to send a letter to inform and thank you.

Article 10 Understand the general expectation factors of candidates:

Higher treatment and welfare;

Convenient workplace;

Elegant working environment;

Company reputation;

Development and prospect of the industry;

Good interpersonal and employment relations;

Enlightened leadership;

A challenging and enjoyable job;

Fast promotion opportunities;

The interview gave the candidate a good image;

Domestic or foreign training and further education opportunities;

The company is formal and has complete rules and regulations.

Section 11 Matters needing attention in interview:

Arrange appropriate time;

Arrange a quiet, elegant and comfortable place;

The host is familiar with the recruitment requirements in advance;

Dialogue with the candidates to clarify the theme;

Allocate sufficient interview time;

Cultivate a frank, relaxed and harmonious atmosphere;

Record important interview items at any time;

Pay attention to control time and scene;

List the important scope of the problem;

Verify the authenticity of the information filled in by the applicant.

Article 12 Key points of interview questions:

Ask them to briefly describe their family background;

State past experiences;

Motivation for applying for the position;

Favorite subjects at school;

Please analyze your own advantages and disadvantages;

State your past that you liked talking to others;

Please analyze the current situation and future prospects of your industry;

Please imagine what industry you have the opportunity to choose again;

Ask him to describe what contribution joining the company will make;

Ask them to define the meaning of success and failure;

Ask them what kind of leaders they like;

Asking about hobbies, leisure activities and books;

Ask about their treatment requirements;

Ask about their life goals and arrangements.

Article 13 Matters that need to be clarified in employment and interview:

Treatment and welfare;

Employment conditions;

Whether you are willing to change jobs and places;

Business trip and travel issues;

Date of registration;

Time limit for accepting employment reply;

Other special work requirements.

Chapter V Recording and Utilization

Article 14 When sending the employment notice, please indicate the registration notice.

Fifteenth candidates must undergo health examination after employment. If the employee is seriously ill, he shall be employed. & gt

Question 3: What are the standards of hiring decision and what are its characteristics? 1. People-oriented standard. From people's point of view, we will assign them a position according to the highest score, and there may be many people who score the highest in this position at the same time. As a result, excellent talents will be rejected because they can only choose one.

2. Location is the standard. From the position point of view, the best candidate has been selected for each position, but this may lead to a person being selected for several positions at the same time.

3. Take two-way selection as the standard. Due to the shortcomings of both the purely people-oriented standard and the position-based standard, the combination and two-way selection of these two methods may not necessarily lead to every position being the best candidate, nor will everyone be assigned to the position with the highest score. However, because it balances two factors, it is realistic and comprehensive, and the efficiency is good.

Question 4: What are the basic principles of civil servant recruitment? Hello, Chinese public education is at your service.

Hello! (I) Articles 21 to 32 of Chapter IV of the Civil Service Law of People's Republic of China (PRC) announce the specific requirements for the recruitment of civil servants [1] Article 21 The recruitment of civil servants shall be conducted by means of open examination, strict inspection, equal competition and merit-based, and they shall hold non-leadership positions below the chief clerk and other equivalent positions.

When recruiting civil servants in ethnic autonomous areas in accordance with the provisions of the preceding paragraph, appropriate care should be given to ethnic minority applicants in accordance with the law and relevant regulations.

Article 22 The recruitment of civil servants of the central organs and their directly affiliated institutions shall be organized and implemented by the central national civil servant department. The recruitment of civil servants in local organs at all levels shall be organized by the provincial civil servant department, and when necessary, the provincial civil servant department may authorize the municipal civil servant department to organize.

Article 23 To apply for civil servants, in addition to the conditions stipulated in Article 11 of this Law, they should also meet the qualifications stipulated by the competent departments of civil servants at or above the provincial level.

Twenty-fourth the following persons shall not be employed as civil servants:

(1) Having received criminal punishment for committing a crime;

(2) Being expelled from public office;

(three) there are other circumstances in which the law stipulates that it is not allowed to be employed as a civil servant.

Twenty-fifth civil servants must be employed within the prescribed quota, and there are corresponding vacancies.

Article 26 The recruitment of civil servants shall be announced. The recruitment announcement shall specify the post, quota, qualifications, application materials to be submitted and other matters needing attention.

Conscription organs shall take measures to facilitate citizens to apply for examinations.

Article 27 A recruitment agency shall examine the application according to its qualifications. The application materials submitted by the applicant shall be true and accurate. Article 28 The civil servant recruitment examination shall be conducted by combining written examination with interview, and the examination contents shall be set according to the basic abilities of civil servants and different job categories.

Twenty-ninth recruitment agencies determine candidates according to the examination results, and conduct qualification examination, inspection and physical examination.

The items and standards of physical examination are determined according to the post requirements. The specific measures shall be formulated by the central competent department of civil servants in conjunction with the administrative department of health of the State Council. Thirtieth recruitment agencies according to the examination results, inspection and physical examination results, put forward a list of candidates, and announced to the public.

At the expiration of the publicity period, the central level recruitment agency will report the list of persons to be hired to the central civil servant department for the record; Local recruitment agencies at all levels will report the list of personnel to be hired to the provincial or municipal civil service authorities for approval.

Article 31 With the approval of the competent department of civil servants at or above the provincial level, civil servants who employ special positions may simplify the procedures or adopt other assessment methods.

Article 32 The probation period for newly recruited civil servants is one year. Those who have completed the probation period will be appointed; Unqualified, cancel the employment.

I hope I can help you!

If in doubt, please consult the public education enterprises in China.

Question 5: What are the working principles of civil servants? Ordinary civil servants only need to abide by the civil service law and the regulations of their departments, and the police need to accept the double constraints of the civil service law and the Chinese People's Police Law.

Question 6: What are the principles of staffing? Staffing principle:

1, principle of economic benefit

2, the principle of meritocracy

3, the principle of being responsible for things.

4. The principle of quantity applies.

5, the principle of programming and standardization

Question 7: What are the recruitment principles of Human Resource Development and Management? In order to make the recruitment work healthy and smooth, the following principles should be followed in the recruitment process:

1. Open recruitment principle: announce the recruitment unit, type, quantity, qualifications and conditions, examination subjects, methods, time and place to the public through newspapers or other means.

2. The principle of mutual competition: by means of competition such as examination and assessment, the advantages and disadvantages are identified and the candidates are determined.

3. The principle of equal treatment: treat all applicants equally, and select and hire outstanding talents in all aspects without sticking to one pattern.

4 according to the ability, talent, work intensity or difficulty, work requirements and other principles of using talents. And treat them differently, so that people can make the best use of their talents and their strengths.

5. Principle of comprehensive investigation: Conduct comprehensive examination, assessment and investigation on the candidate's morality, knowledge, skills, intelligence, psychology, work experience and past performance, so as to judge whether the candidate can effectively perform his/her job duties and what the development prospect is.

6. Principle of merit-based admission: According to the examination results of candidates, make a comprehensive assessment conclusion, and select the best candidates according to the employment standard of "survival of the fittest".

7. Pay attention to the principle of efficiency: flexibly choose the appropriate recruitment form according to different recruitment needs, and hire high-quality employees at the lowest possible recruitment cost;

8. Law-abiding business principle: Employee recruitment must comply with national laws, regulations, policies and regulations such as the Labor Law.

Question 8: What are the principles of personnel use? 1. The principle of employing people The main principle of our company when recruiting employees is to see whether the employees are suitable for a certain post standard, and the business knowledge of the post is taken as the assessment standard. Candidates who have certain professional knowledge, good health and clear political history can be employed after voluntary registration and comprehensive assessment. 2. The medical examination staff will have a unified medical examination according to the company's arrangement after they arrive at their posts, and the expenses will be borne by the individual, and then they will have a medical examination once a year. The medical expenses of employees who have worked for one year shall be borne by the company. The company has the right to refuse to hire or dismiss (free of charge) those who fail the physical examination or suffer from infectious diseases according to relevant regulations.