I received an interview notice at noon, and when I read it in the afternoon, the job recruitment information had been withdrawn. What was the situation then?

The cancellation of the recruitment information just shows that there are suitable people.

Recruitment refers to the recruitment and employment of workers and staff. Under the capitalist system, the principle of free competition is adopted in recruiting employees. Capitalists recruit talents with high salaries or other means to recruit ordinary employees, making them enslaved and squeezed. These phenomena reflect one aspect of capitalism. After the founding of New China, according to the needs of the national production plan, it was proposed to recruit workers in China. The state adheres to the principle of unified allocation of labor, and no unit may recruit workers without permission.

Precautions:

In the recruitment process, because the interviewer doesn't know the job ability of the candidate, the low-ability job seeker may pretend to be a high-ability candidate to deceive the enterprise (such as the fake diploma and recommendation letter of the job seeker) and exaggerate his ability to deceive the enterprise to subscribe for his own labor contract, which will greatly reduce the recruitment effect, increase the recruitment risk and bring huge losses to the enterprise.

In order to avoid risks correctly and realize the effectiveness of recruitment, the main countermeasure to solve recruitment risks is to increase the information symmetry of both parties. Specifically, the following measures can be taken:

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on how much money you spend, but on clear job requirements, suitable recruitment methods and well-organized recruitment processes. In order to prevent false phenomena in the recruitment process, employers must establish recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing recruitment results and evaluating recruitment itself.

Employers need to know more about job seekers. Employers should take the initiative to collect information about job seekers, including interviews and psychological tests, so as to obtain implicit information such as job seekers' personality, potential and personality; Recruiters can also check the authenticity and ability evaluation of applicants' materials through various channels, such as previous employers, graduate schools of applicants, headhunting companies, etc.

3. Employers should adopt different recruitment skills and methods. Employers can conduct psychological tests, professional skills tests, interviews, scenarios, etc. when evaluating candidates. In addition, according to the change and development stage of information, it is necessary to adopt the technology of overcoming information asymmetry and apply the trusted information transmission technology. Of course, it is beneficial for recruiters to obtain recruitment information, but it also needs to pay a certain fee. The extent to which employers get information depends on the balance between the cost and income of enterprises.