Online recruitment documents

As the first step of human resource management, recruitment is particularly important and one of the indispensable links in human resource management. The development of information, the application of scientific and technological means and the active talent market provide convenience for the recruitment activities of enterprises, but at the same time it also increases the difficulty. Coupled with the unbalanced development of economy, education and culture among regions and the complexity of recruitment itself, it is very difficult for enterprises, especially those in small and medium-sized cities, to recruit employees. Taking Hangzhou Jiapute Hot Melt Adhesive Film Co., Ltd. as the research object, under the guidance of employee recruitment theory, this paper combs and analyzes the recruitment work of the company, finds out the existing problems, and then comprehensively considers the external environment and the development of the enterprise itself to form a standardized and operable recruitment implementation plan. The structure of the paper mainly includes five parts: the first part is the introduction, which introduces the basic theory of recruitment and the writing purpose and significance of the paper. The second part mainly describes the basic situation and recruitment status of Jiapute Company in detail, trying to grasp the existing problems of the enterprise from many angles, and emphasizing that the current recruitment status of employees in small and medium-sized cities is caused by inadequate basic recruitment work, inadequate recruitment process and unscientific means. The third part expounds in detail the design of employee recruitment scheme suitable for Jiapute Company. Firstly, the recruitment demand is put forward, different recruitment channels are selected for different vacant positions, and a suitable combination of selection and evaluation methods is formulated to improve the scientificity and objectivity of personnel selection, and finally the employment decision is made. The fourth part focuses on the recruitment and selection scheme of the operation director, and designs the behavioral descriptive interview in detail with various evaluation methods. Finally, the design characteristics, shortcomings and ideas for further improvement of the recruitment scheme are briefly summarized.