The recruitment of the company is the responsibility of the personnel department. So how should we start our work? The following is the workflow of some enterprise recruiters I have compiled. Welcome to read!

Company recruitment process 1 1, supplementary declaration of personnel

The supervisor of the employing unit shall fill in the Supplementary Personnel Application Form ten days before the personnel demand time, and fill in the details as required.

2. Audit procedures

2. 1 The manager of the employing department reviews the preparation scope, recruitment conditions and job descriptions;

2.2 The vice president in charge of the employing department shall review the preparation scope, recruitment conditions and job descriptions;

2.3 The personnel manager shall review the completeness of the content of the Personnel Supplementary Application Form;

2.4 The executive vice president of human resources, the executive vice president of the company and the general manager shall sign the opinions.

3. Recruitment homework

3. 1 The recruiter of the personnel department will sort out the job description of the position after receiving the Supplementary Personnel Application Form submitted by the employer;

3.2 Recruiters timely release recruitment information through relevant recruitment channels;

3.3 Recruiters carry out recruitment activities (if necessary, the employer/department shall cooperate with the recruitment).

4. Preparation for the interview

4. 1 The personnel department timely summarizes and screens the personnel data that meet the recruitment requirements;

4.2 Notify the employing department to determine the interview time;

4.3 The recruiter of the Personnel Department informs the candidates to attend the interview (specific time, place, original valid certificate and other relevant materials);

4.4 The employing department participates in the interview.

Step 5 hire

5. 1 the personnel department shall notify the hired personnel to go through the registration formalities according to the final interview result of the employing department;

5.2 When the employing department can't determine the candidate in time, the personnel department will confirm according to the job requirements, and those who meet the requirements will be hired.

6. Item processing

The personnel department is responsible for handling the entry formalities for new employees, filling in the employee file registration form, and providing them with identity certificates according to the post requirements.

Certificates, diplomas, degree certificates, color photos, professional qualification certificates, etc. (Provide physical examination report for special post), and sign labor contract. Notify the employing department to arrange for new employees to find jobs.

7. In-service probation

7. 1 After the new recruits are employed during the probation period, the employing department shall do a good job in evaluating the project training and trial results of the new recruits during the probation period of one to three months;

7.2 During the probation period of new employees, the personnel department should take the initiative to go to the employer to learn about the work of new employees and check the work arrangement and training of new employees by the employer, so as to find and solve problems in time.

8. Confirmation and dismissal

8. 1 When the probation period of new employees expires, the employing department shall evaluate the probation results of new employees in time and feed back the evaluation results to the personnel department in time;

8.2 The Personnel Department will give full employment and fixed salary to those who meet the requirements of full employment according to the assessment results; Do not meet the conditions, be dismissed.

9. Recruitment principles

9. 1 Principle of objectivity and justice

Personnel departments and recruiters must overcome personal likes and dislikes, select people with an objective attitude and vision, and be impartial, objective and fair.

9.2 Principle of having both ability and political integrity

In the recruitment of talents, we must pay attention to the moral cultivation of candidates, and on this basis, examine the talents of candidates to achieve both ability and political integrity.

9.3 the principle of first inside and then outside

In talent recruitment, the personnel department and the employing department should first select suitable talents from within the company, and then conduct external recruitment on this basis to make full use of and integrate the company's existing human resources.

9.4 Avoidance principle

Having both ability and political integrity and appointing people on merit is the company's basic employment policy. Therefore, the company will choose the relatives and friends introduced by the company's existing employees on the basis of full investigation, but the relevant personnel should take the initiative to avoid during the recruitment process, and at the same time, they should not exert pressure on the recruitment process or personnel, which will affect the objectivity and fairness of the recruitment.

Company recruitment process 2 1, recruitment demand collection and sorting. Led by the human resources department, solicit opinions from all departments and collect the number of people and positions required for recruitment by all departments. Analyze the current situation of human resources in the whole company, and analyze the retirement, resignation and resignation of employees as the basis for supplementing personnel.

2. Make a recruitment plan. According to the recruitment demand, formulate a complete' recruitment plan', including recruitment conditions such as recruitment positions, number of people and professional requirements, and report it to the company's decision-making level for approval.

3. Publish recruitment information. Publish recruitment information through recruitment websites, school employment guidance center websites, government human resources and social security departments websites, etc. If you decide which school to recruit, the school's career guidance center is the most convenient and targeted information release channel.

4. Organize written test and interview. The written test is usually one round. After the written test, I was shortlisted for an interview. Interviews are generally divided into three rounds. The first round is an interview with the human resources department, the second round is an interview with the general manager of the human resources department, and the third round is a "final interview", which is conducted by the vice president or general manager in charge.

5. Determine the candidates for recruitment. After written examination and interview, you can basically determine the candidates for recruitment. After the candidate is determined, an Offer will be issued to inform the hired person. If you are a fresh graduate, you should also sign a tripartite agreement.

6. Go through the recruitment procedures. Employment procedures generally include signing labor contracts and confidentiality agreements with workers and agreeing on probation period; Distribute to various departments and posts, distribute office supplies and so on. At this point, the hired person can become a "new employee".

7, to carry out new employee training, make trainee plan, formal mount guard. New employees generally need some training, understand the company's culture, rules and regulations, and be familiar with the skills needed for the position. If you are a fresh graduate, you need to make a one-year internship plan and appoint teachers to help new employees better integrate into the company and get started as soon as possible.

The recruitment process of the company Part III Chapter I Recruitment Plan

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2. The completed Application Form for Talent Demand must be signed and approved by the person in charge of the employing department and reported to the Human Resources Department.

3. According to the existing human resources allocation and talent reserve, the Human Resources Department puts forward preliminary opinions after full communication with various departments, and submits them to the General Manager for review and approval before recruitment.

4. Recruitment can be conducted immediately according to the talent demand set by the management of the company through the annual planning meeting, the talent demand put forward by the project department according to the project progress of the company or the recruitment demand put forward orally by the general manager/vice president/director according to the business progress.

Chapter II Recruitment Principles and Methods

1, recruitment principle: fair competition and merit-based recruitment.

2. Recruitment method: divided into external employment and internal employment.

External recruitment: internal staff recommendation, social newspaper recruitment, on-campus recruitment, participation in talent exchange meetings, on-site job fairs, entrustment of professional headhunting companies and industry associations, online recruitment, cooperation with professional training institutions, etc.

Internal employment: all employees of the company can participate in the competition according to the required post requirements and their own abilities, but they need to participate in the interview and assessment organized by the company;

Chapter III Recruitment Preparation

1. The recruitment plan shall determine the basic qualifications and job requirements of each position according to the job description. If the existing job description of the company cannot meet the needs, the job description of the new position should be determined, updated and supplemented according to the work needs.

2, according to the qualifications of recruiters, job requirements and recruitment quantity, combined with the talent market situation, determine what kind of recruitment channels to choose.

(1) When recruiting multiple positions on a large scale, you can recruit through recruitment advertisements and large-scale talent exchange meetings;

(2) In the case that there are not many recruiters and the job requirements are not high, you can publish recruitment information through the network or participate in general talent exchange meetings.

(3) When recruiting senior talents, they can be recruited online or recommended by headhunting companies.

3. According to the recruitment requirements, the Human Resources Department prepares the following materials:

(1) job advertisement. The recruitment advertisement includes the basic information of the enterprise, the recruitment position, the basic information of the candidates, the registration method, the registration time and place, the documents and materials to be carried when registering and other matters needing attention.

(2) company publicity materials.

(3) Job application form, notice of re-examination and written test, interview assessment form, thank-you letter, interview preparation questions and written test paper, etc.

Chapter IV Selection of Personnel

1. Collect application materials and conduct preliminary tests.

(1) The recruiter must strictly follow the recruitment standards and requirements when receiving the information of candidates or actively searching the resumes of job seekers for screening. When screening candidates' information, they are generally compared from education level, gender, age, work experience, looks and temperament.

(2) Those who meet the basic conditions can participate in the preliminary examination, and those who do not meet the requirements will be eliminated directly.

(3) Applicants should truthfully fill in the post application form and submit the original application materials such as academic qualifications, resumes, ID cards, certificates of various professional titles, and 1 inch photos.

(4) After collecting all the materials of the applicant, the Human Resources Department will conduct a preliminary examination of the applicant's qualifications;

(5) Candidates with false materials or unqualified preliminary examination are directly eliminated;

(6) Before the initial test, candidates should take the corresponding written test according to the needs of different positions. Those who fail to take the written test as required or fail the written test will be eliminated directly.

2. Interview procedures:

(1) The recruitment team is generally composed of the leaders of the human resources department and the employing department. The interview result is rejected by one vote, that is, as long as one interviewer votes against it, he will be eliminated. Interview contents and responsibilities of the recruitment team:

A. examine whether the applicant has professional qualities and qualifications.

B. Assess whether the applicant has formal employment qualifications and comprehensive quality.

C. Make an interview/employment evaluation opinion for the applicant immediately after the interview.

(2) Candidates for all positions are first interviewed by the HR manager. The interviewer carries the interview notice, and after the staff arranges the information of the interviewer, they will lead the interviewer to the interview place in order.

(3) The manager of the human resources department mainly evaluates the comprehensive quality, values and matching procedures with the company culture of the candidates, and decides to directly eliminate them or make further investigation by the employing department according to the evaluation results;

(4) Job seekers who have passed the interview with the HR manager can participate in the re-examination of the employing department, and the re-examination mainly assesses the job skill level of the candidates:

Front-line personnel are interviewed by the person in charge of the employing department, and those who pass are re-examined by the department manager or director/vice president.

B competent personnel shall be interviewed by the manager of the corresponding department, and those who pass the examination shall be re-examined by the director/vice president.

C. department manager-level personnel are interviewed by the director or vice president.

D. Organizing the interview procedure: the human resources department collects and sorts out the candidate information and submits it to the manager of the corresponding department; After preliminary screening, the department manager will submit the list of successful candidates to the Human Resources Department. The human resources department informs the second interview, and the second interview (interview) personnel will be led by the staff after they arrive at the designated place for interview, and the interviews will be conducted in sequence.

(5) Conduct background investigation on the candidates who have passed the above interview (background investigation can be conducted in different links according to the actual situation). If the background investigation is seriously inconsistent with the candidate's description or there are moral and personality problems, it can be directly eliminated, and other situations will be handled as appropriate.

(6) Candidates who have passed the above assessment can enter the final interview stage: the HR department collects and sorts out the information of candidates who have passed the interview, submits it to the general manager for review, determines the interview time, and conducts the interview according to the agreed time.

(7) Candidates for management positions can enter the quality evaluation system for comprehensive quality test after passing the interview.

(8) Review of interview results: After the interview (evaluation), the Human Resources Department will summarize the interview results, and the qualified candidates will submit the candidate materials to the General Manager for approval.

(9) Under any of the following circumstances, the employee shall not be employed as a company employee:

People with a history of mental illness, infectious diseases or other serious diseases.

People with criminal records (reeducation through labor, detention, sentencing, etc. )

The national health and epidemic prevention department stipulates that it is forbidden to engage in commercial retail work.

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Those who were expelled from the company.

The labor contract with other enterprises has not expired.

Chapter V Employment of Employees

1, confirm the employment.

(1) After the employment list is confirmed, the human resources department will communicate with the general manager to determine the salary and employment time. , and communicate with the applicant.

(2) After reaching an agreement with the applicant, the Human Resources Department will send an employee admission notice to the applicant, which should indicate the name, salary, probation period, registration time, materials to be prepared for employment procedures and other related matters.

(3) The Human Resources Department sends a new employee induction notice to the Administration Department, the employing department and the office system management department five days before the new employee induction, and all relevant departments make good preparations for the new employee induction.

2. Entry formalities

(1) The Human Resources Department establishes employee files for each new employee. When new employees go through the employment procedures, they should fill in personal information (copy of ID card, copy of graduation certificate, photos and other related materials) and provide formal and effective personnel procedures, such as resignation certificate or other related materials. Those who fail to provide relevant materials or practise fraud as required shall be disqualified and reported to the competent leader.

(2) The employee himself fills in the detailed employment form, goes through the corresponding formalities or signs relevant agreements (depending on the needs of the post), and receives the time card to start attendance.

(3) The Human Resources Department introduces the basic situation of the new employee's company, explains the rules and regulations, issues job descriptions, introduces department personnel, and applies for related office supplies and equipment.

(4) The Human Resources Department organizes induction, and then the department organizes business skills training.

(5) The Human Resources Department submits the Employee Employment Approval Form to the General Manager for approval and completes the employment procedures.

3. Economic problems arising from employment.

(1) All economic problems arising from employment between the employee and the former relevant units shall be handled by themselves.

(2) The problems between the fresh graduates' application and the original school shall be solved by the hired students themselves.

Chapter VI does not apply

This regulation does not apply to temporary workers, hourly workers and interns recruited by the company.

Chapter VII Supplementary Provisions

1. The Human Resources Department is responsible for the interpretation of this regulation.

2. These Provisions shall be implemented as of the date of promulgation.

Company recruitment process 4 1. Vacancy of an old position or establishment of a new position.

2. Vacant position statement

The employing department reports to hr administrator, the administrative department, and verifies the staffing and quota of the employing department.

Hr administrator is in charge.

4. Make a recruitment plan

The manager of the administrative department is in charge.

5. Report to the competent deputy general manager and general manager for approval.

Submitted by the Administration Department

6. Improve the job description

Hr administrator is in charge.

For the new position, hr administrator is responsible for writing the job description.

7, determine the work requirements and deadlines

Proposed by the employing department and approved by the competent vice president.

8. Selection and use within the company

The administration department is responsible for coordination.

9. Establish a recruitment team

administration

Recruitment of ordinary employees: the head of the employing department is the team leader, and the manager of the administrative department, hr administrator and the receptionist are composed.

Person in charge of the recruitment department: the deputy general manager in charge is the team leader, and the manager of the administrative department, hr administrator and the receptionist.

10, job advertisement

The administration department is responsible for writing and publishing.

1 1, on-site recruitment (junior)

Manager of Administration Department, hr administrator.

12. Answer the phone of the candidate.

Receptionist

Reply the results in writing to the manager of the administrative department.

13, determine the primary results.

administration

Send to the person in charge of the employing department.

14, determine the interview candidates.

Head of employing department

15, interview notice

Administration department to fill in and notify.

Company recruitment process 5 1. Fill in the Supplementary Personnel Application Form.

1. When there are vacancies such as employee resignation and increased workload in the department, you can apply to the Human Resources Department for a supplementary personnel application form;

2. The personnel supplementary application form must be filled in carefully, including supplementary reasons, supplementary post qualifications, supplementary personnel work contents, etc. And the qualifications must be written with reference to the job description.

3. The completed Supplementary Personnel Application Form must be signed and approved by the person in charge of the employing department and submitted to the Human Resources Department.

4. The Human Resources Department will check the allocation of human resources in each department and check the company's existing talent pool after receiving the application form for personnel supplement in the department, and decide whether to transfer in from inside to solve the personnel demand.

5. If the internal transfer can't meet the vacancy demand, the human resources department will report the company's overall personnel replenishment plan to the general manager, and after the approval of the general manager, the human resources department will conduct external recruitment.

Second, determine the recruitment planning stage

1. The recruitment plan shall determine the basic qualifications and job requirements of each position according to the job description. If the existing job description of the company cannot meet the needs, the job description of the new position should be determined, updated and supplemented according to the work needs.

2, according to the qualifications of recruiters, job requirements and recruitment quantity, combined with the talent market situation, determine what kind of recruitment channels to choose.

(1) When recruiting multiple positions on a large scale, you can recruit through recruitment advertisements and large-scale talent exchange meetings;

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

(3) When recruiting senior talents, they can be recruited online or recommended by headhunting companies.

3. According to the recruitment requirements, the Human Resources Department prepares the following materials:

(1) job advertisement. The recruitment advertisement includes the basic information of the enterprise, the recruitment position, the basic information of the candidates, the registration method, the registration time and place, the documents and materials to be carried when registering and other matters needing attention.

(2) company publicity materials. (3) Candidates' application form, employee application form, notice of re-examination and written test, notice of re-examination (talent show), interview evaluation form, thank-you letter, interview preparation and written test papers, etc.

Third, the personnel selection stage.

1. Collect the application materials and conduct a preliminary test.

(1) The recruiter must conduct the preliminary examination in strict accordance with the recruitment standards and requirements. When screening application materials in the first instance, they are generally compared in terms of education, gender, age, work experience, appearance and temperament, and household registration.

(2) Those who meet the basic conditions can participate in the second interview (interview), and those who do not meet the basic information will be eliminated directly after registration.

2. Interview procedures:

(1) HR manager interviews front-line personnel. The interviewer carries the interview notice, and after the staff arranges the information of the interviewer, they will lead the interviewer to the interview place in order.

(2) The interviews of financial personnel, planners and other professionals shall be conducted by the managers of the corresponding departments. It is organized according to the following process: the human resources department collects and sorts out the candidate information and submits it to the corresponding department manager; After preliminary screening, the department manager will submit the list of successful candidates to the Human Resources Department. The Human Resources Department informs the second interview, and the second interview (interview) personnel will be led by the staff after they arrive at the designated place for interview, and the interviews will be conducted in sequence.

(3) Personnel in other positions shall be interviewed for the first time by the HR manager. After sorting out the information of the interviewer, the staff will lead the interviewer to the interview site in turn for an interview.

(4) Personal information that the examiner should submit to the Human Resources Department, including a copy of the resident ID card, a copy of the household registration book, a copy of the education certificate, and 3 photos of 1 inch. Job application form, resume and other materials that can prove your identity and ability.

3. Under any of the following circumstances, the employee shall not be employed as a company employee:

(1) Patients with mental illness, infectious diseases or other serious diseases.

(2) Having a criminal record (reeducation through labor, detention, sentencing, etc.). )

(3) Workers who are not allowed to engage in commercial retailing are stipulated by the national health and epidemic prevention department.

(4) Minors

(5) Those who have been removed from the company.

(6) The labor contract with other enterprises has not expired.

4. Written test related regulations

(1) Only those who have passed the re-examination are eligible to take the written test.

(2) Those who take the written test must be present on time. If they cannot be present for special reasons, they should contact the staff of the Human Resources Department to arrange other sessions. Candidates who are late for more than half an hour without prior notice or special reasons are deemed to have voluntarily given up the positions they have applied for. The next written test and review will not be arranged.

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

5. Comments (talent show)

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

(2) The second interview is mainly to give candidates a chance to show themselves, which is the final check for candidates. Participants need to prepare "self-introduction" and "talent show" programs.

(3) The review shall be attended by competent leaders at all levels and the manager of human resources department. It is a meeting between leaders and employees at all levels. The staff should arrange the venue first, and the host should keep the atmosphere active and orderly to truly reflect the company spirit.

6. Staff recruitment

(1) After the second interview, the general managers at all levels and the * * * manager of the Human Resources Department will jointly determine the list of candidates;

(2) The staff shall issue the Employee Registration Notice and the Thank-You Letter to the employees on the final list according to the number, and the notice shall indicate: name, number, employee registration time, materials to be prepared for employment procedures and other related matters.

(3) After the employee is hired, he must go through the guarantee formalities and sign the guarantee. Newly registered employees must provide a copy of the guarantor's ID card, a copy of the household registration book, a copy of the real estate license, and a guarantee signed and sealed by the guarantor.

(4) The Human Resources Department establishes employee files for each new employee, and the new employee submits personal information (copy of ID card, copy of academic certificate, photos and other related materials) when going through the employment procedures.

(5) Newly registered employees need to pay the living expenses of the military academy and prepare other military academy items to participate in military academy training.

7. Recruitment evaluation

(1) The recruitment evaluation team is composed of competent leaders at all levels, HR managers, assistants, recruiters and department leaders who need to be supplemented.

(2) Recruitment evaluation is mainly carried out from the following aspects: the staffing situation of each position, the satisfaction degree of candidates to job requirements, the recruitment rate, and the cost control of recruiting units.

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