1. Pre-recruitment: three steps: selection of recruitment channels, release of recruitment advertisements, and consultation by phone and email.

1) Recruitment channels: There are currently many types of talent markets and recruitment websites, and there are also some confusing talent websites. If you don’t understand and choose bad channels, your recruitment information may be tampered with. Not only does it seriously affect the recruitment effect, but it also has negative consequences for the company's brand. Therefore, when selecting recruitment channels, we will strictly review and compare them based on the qualifications and brands of the recruitment websites before making selections.

2) Publishing of recruitment advertisements: The use of words must be legal and compliant. For example, sensitive statements such as men being given priority and this position is only for married women with children should not appear in job advertisements.

3) Inquiries by phone and email: When you use recruitment advertisements, you may encounter many inquiries from job seekers. In the process of answering, you need to use fixed words to answer. For key information, such as salary and benefits, etc., it is better to explain the details over the phone with competitive salary and benefits. We will explain the details to you in a unified manner after the interview.

2. During the interview:

1) Special emphasis is placed on the interview division of labor between the employing department and HR. You may sometimes feel that some positions are quite simple, and the hiring department is so busy that it is OK to just ask HR for an interview. But in fact, during the interview process, the employing department and HR have different roles, and the focus and angle of examining a person are also different. During this process, the employing department and HR will fully communicate with the candidates respectively, which will also reduce certain employment risks.

2) Completeness of filling in the application registration form. In cases where risks often occur, there are always gaps from the application registration form to personal application information. For example, the job experience in the application registration form is incomplete, the emergency contact local contact person is not filled in, etc.

3. Pass the interview:

1) Education qualification appraisal: For those with college degree or above, please use Xuexin.com to check and print out screenshots. So what should you do if you meet someone with a college degree or below? You need to contact the school teacher for confirmation.

2) Confirmation of the last two work experiences: This needs to be confirmed with the human resources department of the previous unit and the candidate’s direct superior. Learn about the time of entry and exit, work content, work performance during the period of employment, and whether there are any violations of the company's rules and regulations, etc.

3) Confirmation of landline phone number, local contact person, emergency contact person, and telephone confirmation of immediate family members.

4. Before formal employment:

1) Submission of entry information: All information must have my signature and "This copy is consistent with the original. If there is any falsehood, I am willing to take all responsibilities".

2) ID card verification: All employees are required to provide their original ID cards for authenticity verification before joining the company. It is particularly emphasized that you need to confirm whether the ID card and the person are the same person. Although ID card verification data shows that the proportion of fraud is less than 1% or lower, if such people appear, it will have a serious negative impact on the company.