What Are the Different Types of Technical Recruiter Jobs?

Recruitment refers to recruiting and hiring workers and staff to work. Under the capitalist system, the principle of free competition is employed in recruiting employees. Capitalists use high salaries to entice skilled workers and employees in other enterprises, or recruit employees by deception to be enslaved and oppressed. These phenomena reflect one aspect of capitalist fraud. After the founding of the People s Republic of China, the recruitment of employees was based on the needs of the national production plan. The state adheres to the principle of unified deployment of labor, and no unit may recruit employees without permission. In 1951, the Ministry of Labor promulgated the "Interim Provisions on Recruiting Employees in Various Places", which stipulated that recruiting employees must abide by certain systems and go through certain formalities. Recruiters and recruited persons should enter into labor contracts to set wages, benefits, working hours and probation periods It also stipulates the travel expenses and settlement fees for those who are visiting remote places, and records them with the local labor administration. In recent years, the above methods have basically been adopted for recruiting employees. Some regulations apply for applicants to undergo business assessment and interviews, select the best candidates for admission according to the needs, and after the approval of higher authorities, try for half a year before they are officially hired. ^[1]

Recruitment

(Human Resource Management Terminology)

Recruitment refers to recruiting and hiring workers and staff to work. Under the capitalist system, the principle of free competition is employed in recruiting employees. Capitalists use high salaries to entice skilled workers and employees in other enterprises, or recruit employees by deception to be enslaved and oppressed. These phenomena reflect one aspect of capitalist fraud. After the founding of the People s Republic of China, the recruitment of employees was based on the needs of the national production plan. The state adheres to the principle of unified deployment of labor, and no unit may recruit employees without permission. In 1951, the Ministry of Labor promulgated the "Interim Provisions on Recruiting Employees in Various Places", which stipulated that recruiting employees must abide by certain systems and go through certain formalities. Recruiters and recruited persons should enter into labor contracts to set wages, benefits, working hours and probation periods It also stipulates the travel expenses and settlement fees for those who are visiting remote places, and records them with the local labor administration. In recent years, the above methods have basically been adopted for recruiting employees. Some regulations apply for applicants to undergo business assessment and interviews, select the best candidates for admission according to the needs, and after the approval of higher authorities, try for half a year before they are officially hired. ^[1]

The most direct purpose of recruitment is to make up for the lack of human resources in the enterprise, which is the premise of recruitment. Specifically, companies generally recruit for the following purposes:

(1) The total supply of human resources of the enterprise today cannot meet the overall mission goals of the enterprise or various positions (that is, the planned total business volume or the planned total output), which needs to be supplemented;

(2) Job vacancies caused by the normal replacement of mobile workers by enterprises or various positions;

(3) The possible demand for human resources by changes in the production technology level or management methods of the enterprise or various positions;

(4) Satisfy the personnel needs for new planning careers or new business development.

When the human resources of enterprises are absolutely or relatively insufficient, there are many solutions for enterprises. There are compensation methods to improve efficiency, such as extending employees' working hours or increasing the workload, training or improving technology to improve employee productivity.

Of course, recruiting and hiring need to include higher

During the recruitment process, because recruiters do not know the true job abilities of the job seekers, low-capacity job seekers may pretend to be high-capacity job seekers to deceive companies (such as job applicants forging diplomas and recommendation letters) and exaggerating their abilities The enterprise subscribes to the labor contract with itself, which will greatly reduce the effectiveness of recruitment and employment, which will cause the risk of recruitment and bring huge losses to the enterprise. In order to correctly avoid risks and achieve the effectiveness of recruitment, the main countermeasures to address recruitment risks are to increase the degree of information symmetry between the two parties. Specifically, the following measures can be adopted:

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your expenses, but on clear job requirements, suitable selection methods and standardized recruitment procedures. In order to prevent camouflage during the recruitment process, recruiters must develop recruitment processes and procedures including determining recruitment needs, publishing recruitment information, notifying the results of the recruitment, and evaluating the recruitment process itself.

2. Recruiters need to get more job applicant information. Recruiters are required to actively collect information about job applicants, including interviews, psychological tests, etc., to obtain implicit information about job applicants, such as personality, potential, and personality; recruiters can also use various channels such as previous employers , Graduate colleges, job hunting companies, etc. to verify the authenticity and ability evaluation of job applicants.

3. Recruiters should adopt different recruitment techniques and methods. When evaluating candidates, recruiters can take psychological tests, professional skills tests, interviews, and scenario simulations. In addition, we must adopt the technology of overcoming information asymmetry correction, and apply the "reliable information transmission method" recruitment technology according to the change of information and different stages of development. Of course, getting information from recruiters is beneficial for recruitment, but it also needs to pay a certain cost. The extent to which recruiters do their job of obtaining information should depend on the balance of costs and benefits for the business.