Summary of personnel recruitment work

Time flows in a hurry like running water. A period of work has ended. The work during this period has gained a lot of achievements. It is time to take time out. Write a summary of your work. But how to write a work summary to be outstanding? The following is a summary of the personnel recruitment work that I compiled for everyone for your reference. I hope it can help friends in need.

Summary of personnel recruitment work 1

Time flies, it has been 20 days since I came to the company. In these 20 days, I learned a lot. First of all, I would like to thank the company leaders for showing me themselves. , opportunities to realize one’s own value. During this period, the company leaders and colleagues gave me enough support and help, which enabled me to have a more systematic understanding of the recruitment work. I have accumulated some valuable experience at work and gained a lot from it. At the same time, I am also proud that I have the opportunity to be a part of Jane's Tao.

Looking back on the work of these 20 days, although my contribution to the company was meager, I finally took the first step in development. I carefully studied basic knowledge of the company's management system, organizational structure and other aspects, gained a deeper understanding of the company's various departments and work, and basically completed the recruitment tasks assigned by the leader, which was in line with the guidance of the leader and my colleagues. I will continue to work as always, push myself with an honest, serious and learning attitude, and make the recruitment work more complete and meticulous. The following is the work content in the past 20 days and the work plan for next month:

1. Recruitment work

1. Recruitment for front-line positions:

For daily recruitment positions Conduct analysis, including: job content, qualifications, job sorting, etc. After analyzing the above entry conditions, select the corresponding group of people according to the situation of the position, so as to select the corresponding recruitment channels and find the right personnel.

Our company’s recruitment channels are mainly online recruitment, mainly including xx.com, xx city, xxxx, etc. Through these 20 days of recruitment, judging from the number of phone invitations and visits every day, the work situation is not optimistic. The number of phone invitations can reach or even exceed the plan every day, but the number of visits is very different from the planned number of visits every day.

It can be seen from the above table that my recruitment accuracy is not enough, and I do not have enough grasp of the job seekers' intention and psychology. It also shows that I do not have enough grasp of the language during the phone invitation process. , did not attract job seekers, and did not present the highlights of the positions recruited by the company to job seekers, so the number of visits was not high. At the same time, phone follow-up and return visits were not timely enough, and some job seekers were missed. With the personnel department fully equipped, the original recruitment channels cannot meet everyone's needs, and new recruitment channels need to be developed to meet recruitment needs.

2. Recruitment of staff:

By understanding and analyzing the job description, the basic elements such as job responsibilities and competencies for each position are clarified. Based on the job description and actual job requirements, you should screen resumes in a targeted manner, grasp interview precautions and question dimensions, explore experience in work practice, and at the same time, be "preferring to lack than to overfill."

When I first came to the company, there was a serious shortage of staff in the human resources department. The focus was mainly on recruiting specialists. Later, there were investment specialists and online promotions who needed to fill their positions. In this project, we actively communicated with the employing department according to the vacancy situation, and filled the positions in a timely manner to meet the employment needs of each department. Compared with front-line positions, the recruitment of department staff is relatively stable, and the recruitment rate is high.

2. Routine work of the department:

1. Daily work: summarize daily recruitment data, arrange personnel interviews and onboarding, analyze and summarize problems encountered in the daily recruitment process, Find the solution in time.

2. Temporary work arranged by the leader.

3. Aspects that need improvement and improvement:

1. Improve my own execution ability. While achieving results, it is undeniable that my execution ability is still lacking. In the future, Establish a sense of crisis at work, set a time period for yourself to do anything, and rush forward as much as possible to improve your execution and work efficiency.

2. Strengthen systematic and structured awareness. Improve the recruitment process, make every link "detailed" and "accurate", give full play to its own advantages and improve its business level.

3. Strengthen communication with the employing department and employees to improve their service quality.

4. In-depth study of professional knowledge related to human resources, arm yourself with a solid theoretical foundation, enhance your ability to analyze and solve problems, and make it more professional.

Fourth, October work plan:

1. Front-line position recruitment:

With the rapid development of the company, new stores are opening continuously, and the marketing department’s The demand for personnel will be greater, so in the future recruitment work, we should focus on positions such as health practitioners, health consultants, beauticians, front desks, etc., and increase recruitment efforts and precision to provide talents for the further development of the company.

Based on the analysis of this year’s labor market situation, the recruitment situation will be more severe in the future. It is urgent to develop new recruitment channels and gain time for later recruitment work. These include: banners, billboards, posters and other promotional materials, as well as cooperation with beauty schools.

After National Day, it is a peak period for migrant workers to find jobs. Most of the recruitment work in October will be completed at this stage, so this stage is very critical. Publish information, select personnel, organize interviews, and proactively recruit through various channels every day. We also summarize and analyze the recruitment data for the week, and at the same time make timely adjustments and update recruitment information according to the actual situation to maintain work mobility and flexibility.

2. Recruitment of clerks:

Recruitment of clerks is relatively stable and is expected to be basically the same as in September. The main recruitment channel is still online recruitment. Resumes can be screened and invited for interviews according to the actual requirements of the employing department.

3. Follow-up work:

(1) Do a good job in reception when you come to the company to report for internship, arrange it in advance and have a dedicated person responsible for it. Fully embody the spirit of ownership and enhance the sense of belonging to the enterprise.

(2) Track the work situation of new employees, conduct employee satisfaction surveys, do our best to solve problems encountered by employees in work or life, improve employees’ sense of identification with the company, and reduce staffing drain.

4. Establish a talent pool:

Talent pool information mainly comes from two aspects. The first is internal employee file information, including various training records that the employee has participated in, and those with outstanding monthly assessment results are registered in the talent pool. If a position is vacant, first consider whether there are people with the same or similar job functions in the talent pool. Candidates will be recommended if there are suitable candidates. The other is external job seekers, including resumes of outstanding personnel who have been submitted to our company (those who have not been hired due to limited positions in the company). Such talents can enter the talent pool. This measure has greatly shortened the recruitment cycle and recruitment costs. It also reflects our company's systematic and professional talent reserve and motivates employees to a greater extent. It is also in line with the principle of "educating people" in our corporate culture.

The above is a summary of my work since I joined the company and my plan for next month’s work. It also includes some of my personal opinions on the work. I would like to ask the leaders to provide criticism and suggestions. Summary of personnel recruitment work 2

1. Collect and manage the personnel files and other information of the company’s employees to make them more complete, maintain the integrity of the company’s files, and ensure more accurate analysis in the future information. Because the file contents involved company-related secrets, I maintained a high degree of vigilance and a strong sense of conservatism during this period. Assist superiors to understand the status of human resources; fill in and analyze various personnel statistical reports. Provide accurate information for human resource planning efforts.

2. Responsible for managing employee labor contracts, handling labor employment and related procedures; so far, the signing of labor contracts has not been carried out particularly smoothly, mainly because the business personnel of the Marketing Department are scattered and concentrated. Opportunities are few and they often come and go in a hurry, resulting in some business staff still not being able to sign labor contracts. We plan to seize the opportunity during the Chinese New Year to complete the contract signing work.

3. Manage employee attendance and leave management in conjunction with company systems and national regulations, and issue accurate attendance reports on a monthly basis. Among them, employee attendance is another difficulty. The company has implemented the card-swiping method at work for a year and a half. Because some employees have not been able to adapt to the new attendance method, the effect has not been very good.

This year, the Human Resources Department specifically reiterated the issue of attendance, and improved the attendance system after discussions with the technical staff of the General Management Department. However, due to the different natures of many jobs in the company, employees' working hours often need to be flexibly managed, which is still not very good. However, in order to prevent some employees from "exaggerating" and ending unfair attendance, the attendance system needs to be improved.

4. Implement various company rules and regulations, and handle employee rewards and punishments; for some employees who do not comply with company rules and regulations, resulting in major mistakes or errors at work, the Human Resources Department will, after careful investigation, Reasonable and fair administrative penalties were imposed, and ideological education was provided to the parties involved. This year *** about ten people received varying degrees of administrative penalties from the company, and all of them realized their mistakes.

5. Since this year, the company has fully considered the welfare of employees, and various welfare systems are gradually being implemented. For example, in the past, only marketing department personnel could use cigarettes for brand promotion, which can also be realized in the headquarters; we assist administrative department personnel in the planning and implementation of birthday activities every month, enriching employees' spare time life; taking into account the safety and security of employees , the company has also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell and was injured. We contacted the insurance company in time and applied for the corresponding technical training, which solved the employees' worries. . These have greatly mobilized employees' work enthusiasm and thus played a role in motivating employees.

6. Manage promotional personnel. Since September this year, the Human Resources Department has taken over the management of promotional personnel. Through data collection and analysis, it was found that although corresponding management systems have been formulated, many markets have not strictly followed the systems and have become more arbitrary and have increased staffing. Rate is too high. Promotional staff are an important part of the Wuyeshen market, and it is urgent to strengthen the management of the promotional team. In the next quarter, we plan to re-formulate the promotional personnel management system as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level to reserve more business talents for the company's future.

7. Assist in the specific work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers, tracking and implementing interviewers, etc.;

8. Help establish positive employee relations, coordinate the relationship between employees and management, and assist in organizing various activities for employees;

In addition, with the guidance and help of department leaders, we will conduct employee attendance systems and labor contracts Management measures and other related personnel systems have been modified to make them more humane and rational, in line with the company's "people-oriented" talent concept.

For individuals, the next important step is to strengthen their studies while working hard, and constantly improve their professional qualities, so that they can face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunities and do every job well. In 20xx, the responsibilities of the Human Resources Department will be even heavier. The Human Resources Department must arrange and implement the work plan for the new year and use actual work performance to speak for itself.

Finally, I wish the company all the best in the new year and get better every year! ;