Please help me write a factory recruitment process program, thank you.

1. Recruiters (new or vacant) must fill in the Personnel Demand Application Form (see attached table 1), which will be reviewed by the leaders in charge of the factory, sent to the personnel director of the factory office for review to see if it meets the requirements of personnel and posts, and then reported to the factory director for approval and included in the factory recruitment plan.

2. The HR supervisor shall formulate the recruitment plan and job description according to the personnel demand application form, and cooperate with the planning department to select the appropriate media to uniformly release the public recruitment information or select the appropriate talents from the factory talent pool.

3. The employment of employees at all levels is based on the principle that their morality, knowledge, ability, experience and physique are suitable for their posts. Under the condition of not affecting the post work, pay attention to hiring disabled people and people with certain expertise.

4. Daily recruitment: the HR supervisor receives and makes an appointment for the candidates, instructs the candidates to fill in the recruitment form (see Table 2), investigates and verifies the authenticity of the information provided by the candidates, conducts an interview with the employer after preliminary screening, and finally reports it to the factory director for instructions.

Centralized recruitment: candidates will be selected by the personnel supervisor, and then a recruitment assessment team will be set up by the employer and factory leaders. The assessment team will conduct centralized interviews and assessments, and the collective research opinions will be reported to the factory director for instructions.

The positions of salespersons, security guards and cleaning staff of a commercial management company shall be determined by the person in charge of the unit, but shall not exceed the number of employees.

When encountering particularly outstanding talents, the personnel supervisor can report to the factory director at any time and take summary procedures to avoid brain drain.

5. Probation personnel should report to the factory before they take up their posts, and they can only take up their posts after the personnel supervisor has passed the factory enterprise culture education and pre-job training, and sent the Notice of Staff Probation (see Table 3) to the employing department.

6. Those who pass the probation period assessment (those who perform well can suggest shortening the probation period), after the probation period expires, the supervisor of the directly affiliated unit shall fill in the Notice of Employee Probation in time, which shall be signed by the probationer himself, reviewed by the personnel supervisor, reported to the factory director for approval, and go through the formalities of becoming a full member.

7. In case of poor performance during the probation period, the immediate supervisor should suggest extending the probation period or stopping the probation period, and sign an opinion on the notice form of employee probation period, which will be signed by the probation period himself and dismissed after being examined by the personnel supervisor.

8. If employees are hired without authorization according to the above-mentioned prescribed procedures, the factory will not recognize them and will not pay wages.