Recruitment refers to recruiting and hiring workers and staff to work. Under the capitalist system, recruiting workers adopts the principle of free competition. The recruitment of employees in China is based on the needs of the national production plan. The state adheres to the principle of unified labor deployment. No unit can recruit employees privately. In 1951, the Ministry of Labor announced the "Interim Provisions on Recruiting Employees in Different Places", stipulating that recruiting employees must abide by certain systems and handle certain procedures. Recruiters and recruits should conclude labor contracts, and pay wages, benefits, working hours, and probationary periods. As well as the travel and tolls for the distant people, the home payment, etc., and the local labor administrative agency for the record. In recent years, the recruitment of workers has basically adopted the above methods. Some stipulated candidates must be subject to business assessment, interview, and merit-based admission according to the needs. After approval by the higher authorities, they will be officially hired after half a year.
Employee recruitment, referred to as recruitment, refers to the general term of “recruitment” and “hiring”, and find suitable candidates for the positions of enterprises and institutions. Selection refers to the process of selecting qualified persons to fill job vacancies by scientific personnel assessment methods.
Recruitment is the organization of activities to acquire human resources through the labor or talent market. It is based on the needs of its own development, in accordance with market rules and the requirements of the organization's human resources planning, through various feasible means and media, to release recruitment information to the target public, and to recruit and hire the organization's manpower according to certain standards. The whole process of resources. As an important part of human resource management, personnel recruitment involves many aspects such as planning, approach, organization and implementation. It is the first link for the organization to obtain human resources and the basis for personnel selection.
The most direct purpose of recruitment is to make up for the shortage of human resources in the enterprise, which is the premise of recruitment. Specifically, corporate recruitment generally stems from the following purposes:
(1) The total supply of human resources of the enterprise today cannot meet the total mission objectives of the enterprise or each position (ie, planned total business volume or planned total output), and needs to be supplemented;
(2) Job vacancies caused by the normal replacement of mobile personnel in enterprises or positions;
(3) The possible demand for human resources due to changes in the production technology level or management methods of enterprises or positions;
(4) Meet the needs of personnel required for new planning or new business development.
When the human resources of the enterprise are absolutely or relatively insufficient, the enterprise has many solutions. There are ways to improve efficiency, such as extending employee working hours or increasing workload, training or improving technology to improve employee productivity.
Of course, recruitment and recruitment require higher costs including finding, interviewing, paying agency fees, and relocating and training new employees. Therefore, companies should try to work overtime and increase temporary work before choosing a job.