What are the main contents of corporate recruitment work?

1. Filling in the "Personnel Replenishment Application Form"

1. When employees in the department leave, the workload increases, etc. and there are vacancies that require additional personnel, you can apply to the Human Resources Department Receive the "Personnel Supplementation Application Form";

2. The "Personnel Supplementation Application Form" must be filled out carefully, including the reason for the addition, the qualifications for the additional position, the work content of the additional staff, etc. The qualifications must refer to the "Job Description" 》 to write.

3. The completed "Personnel Replenishment Application Form" must be signed and approved by the head of the employing department and then submitted to the Human Resources Department.

4. After receiving the department's "Personnel Replenishment Application Form", the Human Resources Department will verify the human resource allocation of each department, check the company's existing talent reserves, and decide whether to mobilize internal personnel to meet personnel needs.

5. If internal transfers cannot meet the demand for job vacancies, the Human Resources Department will submit the company's general personnel supplement plan to the General Manager. After the General Manager approves, the Human Resources Department will conduct external recruitment.

2. Determine the recruitment plan stage

1. The recruitment plan must determine the basic qualifications and work requirements for each position based on the "Job Description". If the company's existing job description cannot To meet the needs, the "Job Description" for the new position must be determined, updated, and supplemented based on work needs.

2. Determine what kind of recruitment channel to choose based on the qualifications, job requirements and recruitment quantity of the recruiters, combined with the situation of the talent market.

(1) When recruiting for multiple positions on a large scale, recruitment can be done through job advertisements and large-scale talent exchange meetings;

(2) When there are not many recruiters and the job requirements are not high, you can Post recruitment information internally or attend general talent exchange meetings.

(3) When recruiting senior talents, you can recruit online or recommend them through headhunting companies.

3. The Human Resources Department will prepare the following materials based on recruitment needs:

(1) Recruitment advertisement. Recruitment advertisements include the basic information of the company, recruitment positions, basic conditions for applicants, registration method, registration time, location, certificates, materials and other precautions that need to be brought when registering.

(2) Company promotional materials.

(3) "Applicant Registration Form", "Employee Application Form", "Reexamination and Written Examination Notice", "Reexamination (Talent Show) Notice", "Interview Evaluation Form", "Thank You Letter" 》, interview preparation questions and written test papers, etc.

3. Personnel selection stage

1. Collect application materials and conduct preliminary examination

(1) When conducting preliminary examination, recruiters must strictly follow the recruitment standards and requirements Take the first step well and screen the application materials for the initial interview. Generally, comprehensive comparisons are made from aspects such as education level, gender, age, work experience, appearance and temperament, and household registration.

(2) Those who meet the basic requirements can participate in the re-examination (interview). Those who do not meet the requirements will be eliminated directly after registering the basic information.

2. Interview procedures:

The main interview methods include: leaderless group discussion, structured interview, and one-on-one interview.

(1) Front-line personnel will be interviewed by the manager of the Human Resources Department. The interviewer will bring the interview notice, and after the staff has sorted out the interviewer's information, he will lead the interviewer to the interview location for the interview in order.

(2) Interviews for various professionals such as financial personnel and planning personnel will be conducted by the corresponding department managers. It is organized according to the following procedures: the human resources department collects and organizes the information of the applicants and submits it to the corresponding department manager; the department manager conducts preliminary screening and submits the list of successful candidates to the human resources department; the human resources department notifies the re-examination, and the re-examination (interview) personnel arrive for the interview After the designated location, the staff will lead you and conduct interviews in order.

(3) For other positions, the manager of the Human Resources Department will conduct the first interview, the same as above.

(4) Personal information that applicants should submit to the human resources department

a) Copy of resident ID card, copy of household register, copy of academic certificate, 1-inch photo 3 open.

b) "Job Application Form", resume and other materials that can prove identity and ability.

3. Those who have any of the following circumstances are not allowed to be employed as employees of the company:

(1) Those with a history of mental illness, infectious diseases or other serious illnesses

(2) Those with criminal records (re-education through labor, detention, sentencing, etc.)

(3) People who are prohibited from engaging in commercial retail work according to the national health and epidemic prevention department

(4) Minors

(5) Those who have been expelled from the company

(6) Those whose labor contracts have not expired in other companies

4. Written examination related regulations

(1) Only those who pass the re-examination (interview) are eligible to participate in the written examination

(2) Applicants who participate in the written examination must be present on time. Those who cannot be present due to special reasons should first contact the staff of the Human Resources Department Arrange other sessions. Candidates who are late for more than half an hour without prior notification or without special reasons

will be deemed to have automatically given up the job they applied for. The next written test and review will not be scheduled.

(3) Candidates must carefully and clearly fill in "name, position applied for, and contact number" on the written examination paper.

5. Review (talent show)

(1) Those who pass the written test are eligible to participate in the review;

(2) The review is mainly for personal presentation of the applicants The opportunity is the final check for applicants. Those who participate in the review need to prepare "self-introduction" and "talent show" programs.

(3) The review is attended by supervisors at all levels and managers of the human resources department. It is a meeting between supervisors at all levels and the candidates. The staff must arrange the venue first, and the host must ensure that

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The atmosphere of the holding ceremony was active and orderly, truly reflecting the spirit of the company.

6. Employee Recruitment

(1) After the review, the general managers at all levels and the Human Resources Manager will jointly determine the list of admitted personnel;

(2) The staff will issue the "Employee Admission Registration Notice" and "Thank You Letter" according to the number of the finalized list of recruited personnel. The notice must indicate: the name and number of the admitted person, the employee registration time, and the preparation required for employment procedures. information and other related matters.

(3) After being hired, employees must go through the guarantee procedures and sign a "Guarantee Letter". Newly hired employees must provide a copy of the guarantor’s ID card, household register, real estate certificate, and a letter of guarantee signed and sealed by the guarantor.

(4) The Human Resources Department must establish an employee file for each newly hired employee. Newly hired employees must submit all personal information when going through the hiring procedures (copy of ID card, copy of academic certificate , photos and other related information).

(5) Newly recruited employees who want to participate in military school training need to pay military school living expenses and prepare other military school supplies.

IV. Recruitment Evaluation

(1) The recruitment evaluation team is composed of supervisors at all levels, human resources managers, assistants, recruitment staff and department leaders who need additional personnel.

(2) Recruitment evaluation mainly evaluates the recruitment status of personnel for each position, the situation of candidates meeting the needs of the position, the application acceptance rate, and the cost control of the recruitment unit.