What should enterprises pay attention to when recruiting?

Legal analysis: 1, pay attention to the writing of recruitment notices, put an end to discriminatory contents in recruitment notices, and do not restrict nationality, race, gender, religious belief, disabled people, household registration and region;

2. It is not a specific position, and the natural attributes of candidates such as height, gender and age should not be restricted;

3. Special attention: The employing unit shall not refuse to employ a person on the grounds that the person is a carrier of infectious diseases, otherwise it may be ordered to pay spiritual comfort;

4. Review the identity of the applicant to ensure the authenticity of information such as identity. Employers should use their ID cards to buy social security. If the audit is not strict, job seekers using fake ID cards will bring unnecessary trouble, and the employer will also bear the corresponding liability for compensation.

5. In the recruitment process, the enterprise should examine whether the applicant has dissolved or terminated the labor contract with the original unit, and ask him to provide the certificate of dissolution or termination of the labor contract (resignation certificate) for the record. According to the Labor Contract Law, if an employer recruits workers who have not dissolved or terminated their labor contracts with other employers, causing losses to other units, it shall be jointly and severally liable for compensation;

6. When an enterprise recruits employees, it shall inform the candidates of key information such as salary system, jobs, salary structure, working conditions, job content and job responsibilities. Enterprises should clearly inform the employee management system when hiring employees;

7. Enterprises should pay attention to retaining evidence. In order to reduce the disputes between enterprises and employees due to the right to know and prevent the corresponding legal risks, enterprises should actively take written measures to preserve the evidence of informed behavior in the process of recruiting and hiring employees. For example, inform the applicant in writing and ask the other party to sign for confirmation; After reviewing the materials submitted by employees, in the recruitment process, design the corresponding commitment letter and ask the hired person to sign it.

Legal basis: Article 8 of People's Republic of China (PRC) Labor Contract Law stipulates that when employing workers, the employer shall truthfully inform the workers of their work contents, working conditions, workplace, occupational hazards, safe production conditions, labor remuneration and other information that the workers require to know; The employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it.