Human resources department management system template collection

Chapter 8 Recruitment Management (1)
Job Responsibilities and Qualifications of Recruiters

The essence of modern enterprise competition is the competition of talents. An enterprise with many excellent talents must have unlimited competitiveness.The introduction of enterprise talents must first pass the recruitment process, and the quality of the personnel responsible for recruitment directly determines the quality of the recruited personnel.Therefore, it is particularly important to clarify the job responsibilities and qualifications of recruiters.

Job Responsibilities of Recruitment Supervisor
The direct superior of the recruiting supervisor is the manager of the human resources department, and the direct subordinate is the recruiting specialist. His job responsibilities include the following points.

Responsibility 1: Coordinate and count the recruitment needs of various departments according to the company's existing establishment and business development needs.

Responsibility 2: According to the company's recruitment needs, formulate monthly, quarterly and annual personnel recruitment plans.

Responsibility 3: Establish and evaluate recruitment pipeline.

Responsibility 4: Conduct interviews, selection and recruitment of candidates.

Responsibility 5: Summarize and analyze relevant recruitment reports.

Responsibility 6: Establish and improve the company's talent selection system and recruitment process.

Responsibility 7: Establish and improve the reserve talent selection plan and talent reserve mechanism.

Responsibility 8: Complete other temporary tasks assigned by the human resources director and manager.

Recruitment Supervisor Qualifications
Recruitment supervisors must meet the following qualifications.

Condition 1: Bachelor degree or above in Human Resource Management.

Condition 2: Familiar with national and local policies and regulations related to human resource management.

Condition 3: Familiar with the interview procedures and skills of personnel, and have certain selection skills.

Condition 4: Master the knowledge system of human resource management.

Condition 5: Possess certain organizational, planning and coordination skills, warm and outgoing personality, treat people with sincerity, and be good at communicating with others.

Condition 6: Be proficient in using office software and using Internet resources.

Condition 7: More than 4 years of experience in human resource management and more than 2 years of personnel recruitment.

Recruitment Specialist Job Responsibilities
The direct superior of the recruitment specialist is the recruitment supervisor, and there is no subordinate. His job responsibilities include the following points.

Responsibility 1: Assist the supervisor in writing recruitment advertisements and selecting recruitment service agencies.

Responsibility 2: Responsible for posting job advertisements.

Responsibility 3: Select resumes.

Responsibility 4: Notify candidates for interviews and arrange written tests.

Responsibility 5: Assist department leaders to formulate recruitment plans.

Recruitment Specialist Qualifications
Recruiters must meet the following qualifications.

Condition 1: Have a college degree or above in human resource management.

Condition 2: Familiar with the writing and publishing of recruitment advertisements and the interview procedures and skills of personnel.

Condition 3: Master the knowledge system of human resource management.

Condition 4: Possess certain organizational, planning and coordination skills, and be good at communicating with others.

Condition 5: Possess certain selection skills.

Condition 6: More than 2 years of experience in human resource management and more than 1 years of personnel recruitment.

If an enterprise wants to attract outstanding talents, it needs to do the following: reasonably arrange the recruitment of members, clearly divide the functions, and select attractive and appealing personnel to be responsible for the recruitment, etc.A recruiter's ability to plan, organize and communicate with others plays an important role in his qualifications.Under normal circumstances, the recruitment work is led by the human resources department manager who is in charge of recruitment, and the human resources management personnel are responsible for the general work of recruitment, while the employing department managers need to participate in the recruitment activities when they put forward specific recruitment needs and determine the final candidates.

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Recruitment management
Recruitment management is the basic work of enterprise management and an important part of enterprise human resource management, which is related to the core competitiveness of enterprises.When there are a large number of recruitment needs in various departments, the personnel demand department and the human resources department can set up a recruitment team and formulate a recruitment plan, which will be submitted to the management for approval before implementation.Enterprises should pay special attention to avoiding employment discrimination and avoiding other risks in recruitment management.

This section mainly describes the systems, processes, forms, contracts, documents and related recruitment examples related to recruitment. Enterprises can modify or redesign according to their own actual conditions.

recruitment system
When formulating the recruitment system, enterprises should pay attention to the distinction between internal recruitment and external recruitment, because the operations of the two situations are somewhat different. Below we list three systems for readers' reference.

Internal competition management system
×× company's internal competition management system
Executive department file number
Date Approved by Approver
General
Article [-] In order to create a fair, just and open talent competition mechanism and rationally use talent resources, the company formulates this system.

Article [-] The company provides employees with a space to show themselves through internal competition, so as to mobilize their enthusiasm for work, make employees' personal values ​​closer to the development of the company, and at the same time make reasonable and effective plans for employees' personal careers .

Article [-] Improve the human resource management system and clarify the workflow of internal competition management.

Article [-] All functional departments of the company must abide by this system.

Article [-] The positions that are subject to internal competition include: grassroots employees, supervisors and managers of various departments.

Internal competition requirements
Article [-] Requirements for technical posts and general posts:
(1) Meet the qualifications for the post.

(2) High school or technical secondary school or above.

(3) Working in the original position for more than 6 months (including 6 months).

Article [-] Requirements for middle-level leadership positions:
(1) Meet the qualifications for the post.

(2) Possess a bachelor's degree or above and a level of English proficiency above CET-[-] (including CET-[-]).

(3) Have more than 1 year relevant work experience in the company.

Internal competition division of responsibilities
Article [-] The human resources department is responsible for managing and maintaining the company's internal competition system, responsible for managing, organizing and implementing the company's internal job competition, and responsible for providing policy and professional guidance for the internal competition process.

Article [-] Each department is responsible for the management and maintenance of the competition system within the department, responsible for the management, organization and implementation of the job competition within the department, and responsible for selecting and sending outstanding employees to participate in the competition.

work process
Article [-] The human resources department is responsible for reviewing the candidates for the positions, analyzing the rationality and feasibility of the internal competition and organizing the internal competition activities.

(1) The Human Resources Department is responsible for issuing internal competition announcements including the number of recruits, job responsibilities, job conditions, and salary levels.When employees participate in the competition, they need to bring the original and photocopies of the "Internal Competition Application Form", personal resume and graduation certificate to the Human Resources Department for registration.

(2) The manager of the competition department is responsible for evaluating internal employees and recommending candidates to the Human Resources Department.

(Continued)
(3) The human resources department needs to notify other department managers in the form of internal letters, and other department managers are responsible for recommending candidates to the human resources department.

Article No.11 The human resources department determines whether to hold a written test according to the number of candidates and the requirements of the positions.

(1) If the number of candidates is more than 1:4, the Human Resources Department will be responsible for the written examination.

(2) If the ratio of the number of candidates is ≤1:4, no written test is required, and the manager of the competition department will conduct an interview directly, and the manager of the competition department will finally give feedback to the Human Resources Department.

Article No.12 Written test questions should be formulated in combination with the specific scope and requirements of the employing department and the content of the job description, with the focus on the assessment of professional skills.

No.13 The test of the actual operation ability closely related to the competitive position, such as computer, foreign language, etc., can be determined according to the specific needs of the employing department.

No.14 The Human Resources Department is responsible for delineating the shortlisted candidates based on the results of the written test and the practical ability test.The number of finalists for each position is controlled at 80:1. When the number of candidates is large and excellent, the limit on the number of candidates can be appropriately relaxed, but generally not more than 2:1.

No.15 interviews for technical positions and general positions:

(1) The human resources department organizes the first round of interviews, mainly to assess the basic quality and development potential of the candidates, and recommend them to the leaders of the competition department for interviews after passing the interview.

(2) The relevant leaders of the competition department are responsible for the second round of interviews for the candidates, mainly to assess their professional quality and job matching.

No.16 Interviews for middle-level leadership positions:
(1) The Human Resources Department evaluates the candidates' leadership ability, ability to deal with emergencies and other aspects according to the requirements of middle-level leadership positions.

(2) Senior leaders such as human resource managers and general managers conduct a second round of interviews for middle-level candidates.

Approval and recruitment
Article No.17 The department manager and the head of the Human Resources Department are responsible for the approval of ordinary posts/technical posts in each department.

No.18 Human resources manager and general manager are responsible for the approval of middle-level positions such as managers and supervisors of various departments.

Article No.19 After the recruitment approval is over, the relevant personnel of the Human Resources Department will communicate with the leaders of the competition department, and issue a competition admission notice to the recruiters.

Go through job transfer procedures
No.20 The job transfer procedures of the successful candidates shall be handled by the relevant personnel of the Human Resources Department, and the new department, position and related matters shall be notified.

No.20 Relevant personnel of the human resources department are responsible for signing labor contracts for successful employees and implementing new probationary wages for them.After the probationary period of the successful candidates expires, they shall submit a written application for regularization.

No.20 Article [-] The probationary period shall be counted from the date of employment.

(Continued)
try out
No.20 Article [-] The competition department must make preparations for new employees before taking up their posts according to the actual situation.

No.20 Four articles The competition department is responsible for arranging instructors for new employees, so that they can get familiar with job responsibilities and work process as soon as possible.

No.20 Five new employee instructors are obliged to answer questions from new employees.

by-laws
No.20 Article [-] The formulation, modification and interpretation of this system are the responsibility of the Human Resources Department.

No.20 Article [-] This system shall come into effect on the date of promulgation.

External Recruitment Management System
×× external recruitment management system of the company
Executive department file number
Date Approved by Approver
General
Article [-] In order to standardize the company's external recruitment process, this system is specially formulated to ensure that the introduced talents meet the company's development needs.

Article [-] External recruitment should be based on the principles of fairness, justice and openness.

Article [-] The recruitment management of external employees of the company must strictly abide by this system.

Article [-] Organizational management:
(1) The human resources department is responsible for external recruitment, and other departments should cooperate.

(2) The Human Resources Department is responsible for organizing and implementing the recruitment of department managers (not included) and below, and the general manager and the Human Resources Department are responsible for the recruitment of department managers and above.

Implementation
Article [-] External recruitment should adopt different recruitment channels according to the position level and job requirements.Recruitment channels include: advertising media recruitment, online recruitment, campus on-site recruitment, recruitment at job fairs, recruitment by headhunting companies or entrusted intermediary agencies, etc.

Article [-] Recruitment process:
(1) After the recruitment channel is selected, the Human Resources Department is responsible for releasing the recruitment information to the outside world through corresponding recruitment methods.

(2) After receiving the application materials, the Human Resources Department is responsible for the primary selection of the recruiters according to the quality and skill requirements of each department.

(3) The human resources department is responsible for issuing interview notices to qualified candidates in the primary selection, and informing them of the proof materials they need to bring during the interview, such as academic certificates, ID cards, etc.

(4) The initial test is mainly to comprehensively evaluate the quality, ability, experience, etc. of the recruited personnel.

(Continued)
The personnel department will complete it together, and qualified personnel will enter the re-examination.

(5) The re-examination will take various methods such as interviews, written tests, and psychological tests. The re-examination team composed of the supervisor of the employing department and relevant personnel from the Human Resources Department will evaluate the re-examination personnel (external professionals can also be invited as needed) and determine the final result. candidates for recruitment.

(6) The human resources department is responsible for issuing the employment notice to the recruited personnel and informing them to take the entry physical examination.

(7) The recruited personnel should report to the Human Resources Department with the required materials according to the time specified by the company. If they fail to report within the specified time, except for special circumstances, their qualifications for employment will be cancelled.

(8) After pre-job training and passing the assessment, the hired employees can start to work.

by-laws
Article [-] The Human Resources Department is responsible for the drafting and modification of this system, and it will be implemented after approval by the general manager.

Article [-] The human resources department of the company is responsible for the final interpretation of this system.

Staff recruitment management system
×× company employee recruitment management system
Executive department file number
Date Approved by Approver
General
Article [-] The formulation of this system is to standardize the company's human resource management, so as to realize the effective allocation of talents on the basis of a reasonable flow of talents.

Article [-] The addition of employees in the company must strictly abide by this system.The employees mentioned in this system refer to all employees employed by the company.

Article [-] Recruitment and recruitment should be based on the principles of meticulous organization, comprehensive inspection, merit-based admission, and the lack of excess.

Article [-] Recruitment should be regularly organized by the company to facilitate pre-employment training.

Recruitment application
Article [-] Each department puts forward employee recruitment requirements according to the business development needs and the use of personnel, and fills out the "Recruitment Application Form" and submits it to the Human Resources Department.

Article [-] The human resources department is responsible for summarizing the recruitment applications of various departments, and proposing a recruitment plan according to the situation, and submitting it to the general manager for approval.

Article [-] When the human resources department draws up the recruitment plan, it should give priority to personnel deployment from within the company.

Recruitment method and screening

Article [-] Recruitment method of the company:
(1) Publish job advertisements through news media.

(2) Campus on-site recruitment.

(Continued)
(3) Recommendations from employees and others.

(4) Entrust an intermediary agency or a headhunting company to search.

(5) Reinstatement of resigned employees.

(6) Other recruitment methods suitable for the company.

Article [-] When recruiting employees, the requirements for positions, job responsibilities, education, experience, ability, age, etc. shall be clarified.

Article 3 A company recruitment team is established, which can be composed of at least [-] people, including personnel from the human resources department, personnel from the employing department, company leaders or external experts.The recruitment team is responsible for screening candidates:
(1) Primary election.After screening all the application materials, the human resources department selects the preliminary qualified candidates and issues interview notices to them.

(2) Interview.The recruitment team is responsible for inspecting the interviewers and filling in their performance in the "Interview Record Form".According to specific circumstances, interviewees may also be given written examinations, professional skill assessments and foreign language proficiency tests.

(3) Recruitment.The recruitment team is responsible for evaluating all re-examination candidates, and put forward opinions on whether to hire or not. After approval by the company leaders, issue "Notice of Employment" to those who are hired, and "Notice of Not Accepted" to those who are not hired, and thank you.

No.11 Understand the expectations of candidates:

(1) Generous benefits, convenient transportation and elegant working environment.

(2) The company has a good reputation and development prospects.

(3) Enlightened superior leadership.

(4) Opportunities for advanced training at home and abroad and opportunities for quick promotion.

(5) The work content is in line with your own interests.

(6) The company has complete and reasonable rules and regulations.

No.12 interview notes:

(1) Arrange sufficient time and the environment should be quiet and comfortable.

(2) The interviewers should be familiar with the specific requirements of the recruitment in advance, the topic of the conversation with the applicant should be clear, and the key areas of the questions should be listed.

(3) Create a harmonious and relaxed interview atmosphere, and record the important matters of the interview at any time.

(4) Control the time and scene of the interview.

(5) Check whether the materials provided by the applicant are true.

No.13 interview questions:

(1) Ask him to briefly describe his family background, past experience, reasons for applying for this position, and his own advantages and disadvantages.

(2) Ask them to analyze the status quo and development prospects of the industry they are investing in, and predict what industry they will choose if they have the opportunity to re-select.

(3) Ask about the type of leadership they like, hobbies, leisure activities, books they often read, etc.

(4) Ask about their requirements for treatment.

(5) Ask about the goals and arrangements of life and how to understand the specific meaning of success and failure.

(Continued)
Article No.14 involves matters that must be paid attention to in recruitment and interview:

(1) The treatment and benefits of the applicants, whether they can accept the exchange of jobs and locations, and whether they are willing to travel.

(2) The company's employment conditions.

(3) The time limit for the applicant to accept the recruitment reply and the date of on-the-job.

(4) Other specific job requirements.

Recruitment and registration
Article No.15 When the Human Resources Department issues an employment notice, it must indicate the registration instructions, especially the registration deadline.

Article No.16 After reporting, the applicants must go to the hospital designated by the company for a physical examination. If the recruited personnel suffer from serious illnesses and are unable to perform the job, their recruitment qualifications will be cancelled.

No.17 For those who pass the physical examination, the Human Resources Department will confirm the date of reporting to work.

Pre-employment management

No.18 Preparations for employees before entering the job:

(1) Notify the information department to configure computers and mailboxes for new employees.

(2) Arrange seats and telephone calls for new employees.

(3) Prepare the "Employee Handbook" and related rules and regulations.

(4) Prepare necessary office supplies and labor protection supplies.

(5) Arrangement and coordination of induction training.

No.19 New employees report to the company's Human Resources Department on the specified date with the relevant certificates (ID card, education/bit certificate, resignation certificate, two one-inch color photos without hats) indicated in the entry instructions (not within the specified time The Human Resources Department is responsible for contacting and confirming the report and reporting the situation to the employing department in a timely manner).

No.20 The human resources department is responsible for collecting the personal information of new employees on the day of employee entry (check the original and keep the copy).

No.20 One Human Resources Department is responsible for checking the authenticity and completeness of the employee's certificate on the day of entry.

(1) Those who have authentic and complete certificates will go through the entry formalities in accordance with the normal procedures.

(2) If the certificates are not complete, they can apply for entry after the approval of the manager of the human resources department, but the employees are required to complete the certificates within one month. Those who do not have an ID card or have not completed the certificates within one month will be regarded as their certificates unreal.

(3) If the certificate is not true, its entry qualification will be cancelled, and the employing department will be notified.

(End of this chapter)