Processing
1. Advice to the Board of Directors
- Choose recruitment channels and recruitment packages suitable for each position and company budget.
- Recruitment form suitable for each position
- Number of staff appropriate to workload
- Accounting for bonuses and salaries into reasonable company expenses
- Declare insurance and personal income tax for newly recruited employees
- Create a job description for the new position (if not yet available)
2. Recruitment
- Coordinate with department heads on recruitment requirements of departments
- Manage the company's recruitment accounts on paid and free channels
- Post jobs on appropriate websites and Facebook groups, respond to candidates on the company's Facebook or via email.
- Screen received applications and CVs and send them to the recruitment department.
- Send interview invitations to selected candidates, contact candidates to ensure they arrive on time for interviews.
- Test candidates on skills and attitudes they need to have (except professional skills)
- Coordinate with department head to evaluate candidate test results
3. Receiving candidates
- Prepare a probationary invitation letter to send to selected candidates with start time and agreed probationary period.
with the department head. Receive candidate feedback and notify the department head to prepare to accept the candidate.
- Coordinate with the department head to evaluate candidates after the probationary period to see if they meet/fail the requirements to decide whether to continue recruiting or stop recruiting.
- Prepare probationary contracts and labor contracts for candidates.
- Declare personal income tax code, social insurance, health insurance for candidates.
