What are the common vulnerabilities in factory recruitment?

The main loopholes in factory recruitment include: the salary offered is attractive, and the so-called ultra-high salary. The management personnel are messing around, there is no money for overtime, and they are late and leave early, and they are deducted indiscriminately. Common loopholes such as not signing an employment contract.

Factory recruitment, ultra-high salary is eye-catching, a gimmick. For ordinary workers, if they want to get the promised super high salary, they have to work overtime and electricity, and they have to work more than 12 hours a day to get subsidies other than wages, the so-called super high salary. If you want to get the job done in 8 hours, then a super high salary is a dream.

Some factories do not sign contracts with workers. If the contract is not signed, the rights and interests will not be guaranteed, and there will be many subsequent contradictions and disputes, and it is the workers who will suffer.

Managers are messing around.

Some factories use cheap labor during the probationary period to extract surplus value. Managers have a big temper and are like wolves. If you do something wrong, you will be scolded and bloody, and you will even have to deduct your salary. There is no dignity in work.

Indiscriminate deductions, no money for overtime.

Especially for factories that recruit people every day, after recruiting people in, they will try their best to deduct wages during the probation period. Even if the employee does his best, saying that the work is not up to standard, leaving the post without authorization, etc., the salary will be deducted, and the overtime salary should not be considered. These are common loopholes in factory recruitment, and I hope that candidates will keep their eyes open and be sure to pay attention to them.

1. Job setting: Because the recruitment is now professional, there is an internal relationship to set the position as your professional + certificate, experience, resume, etc., which can basically screen out 70% of the opponents.

2. Resume selection: If it is an open recruitment recruitment, then there is no such problem, if it is ordinary recruitment and company recruitment, there will be more operability, and the person in charge said that who will come to the exam or interview, and a total of 90% of the people have been screened.

3. Written test interview: The written test of the system's open recruitment is still relatively fair, and the ordinary recruitment actually seems to be fair, in fact, as long as the director examiner in charge of the examination can decide who to want, and there is no need for the unit leader to decide!

4. Indiscriminate deduction of fees, no money for overtime.

Workers must keep their eyes open when looking for factories, especially factories that recruit people every day, and after recruiting people in, they will try their best to deduct wages. did his best to do it, saying that the work was not up to standard; went to the toilet, said that he left his post without authorization, etc., not to mention that he was tired and half dead all day, and his salary was deducted a lot, not to mention the overtime allowance.

Common loopholes in factory recruitment, what are the common loopholes in factory recruitment, generally that what is said during the interview does not match the actual work, and some are exaggerated.

One is that the interview always says that the leader is not there, so come back in two days.

One is that there is no movement after filling out the form for a few days.

One is that the recruitment information speaks of a high salary of seven or eight thousand, and the result is more than three or four thousand.

One is that it is good to manage food and housing, but it costs money for food and accommodation.

One is that the probationary period is three months, but you don't want to do it for three days.

One is to talk about the money, but there is no money to be regular, the other is to say that there are a lot of allowances, but no, say that there is money for overtime, but there is no money for overtime, recruitment information in various places, it is enough to see that you are a stranger way to interview, this is the result, when you look at other people's high salaries, it is not this way to interview, this is the difference between people, depending on which way you go.

Please describe your problem more specifically and explain it to the teacher in detail, so that the teacher can better help you.

That is, it is completely different from what is said, cheap labor.

When the recruiter interviews: 1. Keep enough patience to listen to the interviewee's expression; 2. Show approachable generosity and pattern, and increase the interviewer's yearning for the company; 3. Do not add personal subjective judgment and thinking in the communication process to avoid confrontational communication; 4. When you encounter a completely inappropriate direct rejection during the interview, and at the same time reflect on why you didn't figure it out and notified you to come to the interview; 5. The company's salary and benefits should be promoted to a professional and solid foundation, and be able to answer and communicate.

I think some common mistakes in the interview process may be judging people by their appearance, or failing to read their resumes clearly, asking questions indiscriminately, and violating other people's privacy.

In the recruitment interview process, it is common for recruiters and recruiters to answer new pairs, it depends on the employee, which line of work is okay? Then it is OK to combine which positions are recruited in the factory.

In real life, the company is a big ship, and when there is a problem with the operation of the ship, there may be a problem of yaw or even shipwreck. In fact, this mode of operation, in a sense, is the company's system, the company's system is very important to the company, if the company has system problems, then the company is destined not to last. So, in real life, what are the common system loopholes of enterprises?

In fact, the loopholes in the system of enterprises are mainly reflected in the following aspects:

The first loophole in the system is the collection of bank statements by the cashier and the preparation of reconciliation statements of bank balances. In fact, among the enterprises of the modern system, this problem is also the most common, and its seriousness is self-evident. However, although the problem is very serious, people are not aware of it and the danger is underestimated.

We know that in the internal control of enterprises, incompatible separation of duties is a very basic principle, in general, authorization and execution, execution and audit, execution and records, custody and records are all need to be separated, so as to avoid the problem of corruption.

The second institutional loophole is the problem of "one pen", which is, to put it simply, the problem of excessive concentration of power. Throughout the ages, no matter which dynasty it is, if power is too centralized, it is actually not conducive to management. In fact, it is also applicable in the present.

The phenomenon of "a pen" actually reflects a backward enterprise system. In real life, many leaders can be said to be no matter how small, everything must be done personally, even if it is a small thing to go through their own hands, in fact, this is very unfavorable to the development of the enterprise, in the end, the leadership of the enterprise may go to the situation of exhaustion, and this kind of internal control is the means will eventually be just a formality.

More importantly, excessive centralization of power is not conducive to the development of enterprises, and the leaders of enterprises are not able to grasp all the information, and naturally they may make wrong decisions.

When the cashier received the bill, he did not check with the balance adjustment Zheng Lingkuan table, which described the way the system used more words, and the corresponding flow chart was very few, and the lack of handover of employees during vacation, only focusing on interviews when recruiting, no investigation, no rotation or paid leave system, are some loopholes.

For example, some rules and regulations in the workplace are not particularly rigorous, and there are some loopholes. Or there are no corresponding explanations for some regulations on employee overtime, and there are loopholes in some specific requirements for employees, or there are loopholes in the system of employee resignation.

These loopholes in the system are the payment of wages, the benefits on wages, the management of the company, the company's rules and regulations, and the restrictions on employee behavior.

There will be a lot of concealment, and at the same time, the bridge buried height does not comply with the content of the contract, there will also be a lot of pursuits, and there will be non-compliance with promises, and there will be no specific obligations and responsibilities for liquids, etc.

The two parties did not sign the contract in time, and the salary was not received in person, so it was easy for others to take advantage of the loophole, ask for the salary of the bad class, and ask for double the salary. This has caused a serious damage to the profitability of the company.

There is a problem:

1. There are misunderstandings in the concept of enterprise employment, including the following three points.

1) Waste of resources caused by high consumption of talents.

2) Lack of effective performance appraisal and incentive mechanisms.

3) Regularly appoint and promote people who are familiar with you, so that B-level people do A-level things.

2. The basic work of human resource recruitment is weak.

1) Most enterprises lack medium and long-term human resource planning.

2) Most enterprises do not pay attention to the basic work of human resource management 3. The scientific means of enterprise human resource recruitment and screening are not enough.

4. The intermediary service function of the labor market is not perfect.

5. Relevant laws and regulations are not perfect.

6. Relationships have a great impact on recruitment.

What if your boss is in a hurry to ask you to hire someone? The first time is not to recruit immediately, but to analyze the reasons for this recruitment demand, and mainly solve the problems of direction, positioning and recruitment standards.

What are the problems that should be avoided when recruiting?

1.Salary, while important, is not the most important factor. There are many factors that determine whether a candidate will join a company during the recruitment process, and salary is one of them, and it is also a crucial one.

Many recruiters believe that the higher the salary, the more attractive it is. As a result, when job seekers are hesitant to join the job, recruiters often choose to give them a raise to retain them. This is the most typical recruitment mistake.

Salary is important, but it's not necessarily the deciding factor. In the actual recruitment process, when recruiters are hesitant about whether to join, the first thing to do is not to pay a salary, but to find out the factors that candidates are hesitant about, such as geographical location.

Space for development, breaks, and more.

2.The "employment conditions" should be drawn up one by one according to the requirements of the positions to be recruited, and the content should be clear and specific, and hollowing and simplification are strictly prohibited. Generally speaking, the setting of employment conditions can include work ability, such as academic qualifications, work experience, professional skills, etc.

Physical condition, such as no illness suitable for the relevant work, etc.; Slow age refers to a work attitude.

Such as complying with the company's rules and regulations.

Wait. The law stipulates that there is no labor relationship with any other unit.

to disrupt the match and other special requirements of the employer. The contract must be signed within one month of employment, otherwise double wages will be paid in the second month (Labor Law).

There is no requirement that employees must sign an employment contract within one month of employment, otherwise they will be paid double wages.

3.Labor Contract Law of the People's Republic of China

Article 10 A written labor contract shall be concluded when a labor relationship is established. If a labor relationship has been established and a written labor contract has not been concluded, a written labor contract shall be concluded within one month from the date of employment. Recruitment and job search are two-stage selections.

In addition to knowing more about the candidate, the recruiter should also let the candidate know more about the company. It should be noted that when a candidate makes initial contact with a company, the candidate will generally overestimate the company due to the company's promotional materials or the recruiter's publicity, which will form a "spiritual contract" between the candidate and the company.

Don't discriminate against gender, race, household registration, people with disabilities, region, don't limit the height, age, and gender of recruiters, don't refuse to hire employees on the grounds of infectious diseases, and be sure that applicants use their real identities to avoid a lot of trouble.

You should accompany the state relatives to avoid the evaluation of the subjectivity of others, do not do too much ** to other family members, do not snoop too much on the future love life, for the successful entry, the company's overtime problems and bonus dividends, Luling avoids the important and light, and plans appropriately. Trace sensitivity.

Attention should be paid to avoiding some details of the problem, and the response team should pay attention to respecting the interviewee. You should also be careful to avoid the impolite behavior of the smart close. It is also necessary to pay attention to avoiding some possible conflicts and contradictions. Close some tricky questions too.

Don't ask about the other person's family situation, don't ask about the other person's financial situation, don't investigate other people's families, don't discriminate against race, don't discriminate against gender, don't discriminate against religious beliefs. The posture is clear.

Loopholes can be plugged with money. What loopholes are floating clouds!

Collect it online, then organize it yourself, add some ideas of your own, and you're perfect. 300 words, find it on the Internet!

It seems that every recruitment is different!