（1）确定需求。企业的招聘需求主要分为计划性需求和临时性需求。计划需求

（1）确定需求。企业的招聘需求主要分为计划性需求和临时性需求。计划需求是指企业的年度招聘需求。大多数企业一般每年进行结构调整，人力资源部率先制定年度需求计划。但业内许多高科技企业主要开展创新业务研发。与其他行业相比，项目调整相对频繁，造成临时需求。这些要求通常由部门提出，由人力资源部审核。<br>（2）制定计划。确定需求后制定招聘计划。由于需求分类不同，招聘计划也分为年度招聘计划和临时招聘计划。在更换原岗位时，人力资源部应结合本部门的意见，按照岗位说明书明确岗位和岗位资格，并明确录用等级和相应的工资范围。对于新岗位，部门和人力资源部共同编制岗位说明书，确定岗位相关信息。<br>（3）发布信息。高质量的招聘内容和广泛的招聘渠道是招聘高素质人才的关键。招聘信息主要从职位描述中提取，形成准确、简洁的招聘内容，然后通过招聘渠道进行发布和介绍。内部和外部途径是主要途径。内部招聘主要在企业内部发布，用于选拔或晋升内部人才。外部招聘主要通过外部网站发布信息，寻找外部人才。<br>（4）筛选评估。甄选与评价是人才选拔的环节，其过程因企业情况而异。大多数科技型企业都有简历预审程序，一般由人力资源部负责淘汰硬性条件不一致的人才。根据职位需求安排考试和笔试。<br>（5）录用。进入录用阶段时，人力资源部会对情况进行全面筛选和评价，确定招聘计划。科技型企业主要招收技术人才。他们还要进行工资协商，提供有接受意向的候选人，确保雇员在规定时间内向公司报告，完成入职程序。

(1) Identify requirements. The recruitment needs of enterprises are mainly divided into planned needs and temporary needs. Planned demand refers to the annual recruitment demand of an enterprise. Most enterprises generally carry out structural adjustment every year, and the human resources department takes the lead in formulating the annual demand plan. However, many high-tech enterprises in the industry mainly carry out innovative business R & D. Compared with other industries, the project adjustment is relatively frequent, resulting in temporary demand. These requirements are usually proposed by the Department and reviewed by the human resources department.<br>(2) Make a plan. Make recruitment plan after determining requirements. Due to different demand classifications, recruitment plans are also divided into annual recruitment plans and temporary recruitment plans. When changing the original post, the human resources department shall, in combination with the opinions of the Department, clarify the post and post qualification according to the post description, and clarify the employment grade and corresponding salary range. For new positions, the Department and the human resources department shall jointly prepare the position description and determine the position related information.<br>(3) Publish information. High quality recruitment content and extensive recruitment channels are the key to recruiting high-quality talents. Recruitment information is mainly extracted from job description to form accurate and concise recruitment content, and then published and introduced through recruitment channels. Internal and external approaches are the main approaches. Internal recruitment is mainly published within the enterprise to select or promote internal talents. External recruitment mainly publishes information through external websites to find external talents.<br>(4) Screening evaluation. Selection and evaluation is the link of talent selection, and its process varies with the situation of enterprises. Most scientific and technological enterprises have a resume pre-trial procedure, and the human resources department is generally responsible for eliminating talents with inconsistent hard conditions. Arrange examinations and written examinations according to job requirements.<br>(5) Employment. When entering the recruitment stage, the human resources department will comprehensively screen and evaluate the situation and determine the recruitment plan. Scientific and technological enterprises mainly recruit technical talents. Ensure that the company has the time to complete the salary negotiation and accept the candidates.

(1) Determine the demand. The recruitment needs of enterprises are mainly divided into planned needs and temporary needs. Demand refers to the annual recruitment demand of an enterprise. Most enterprises generally make structural adjustment every year, and the human resources department takes the lead in formulating the annual demand plan. However, many high-tech enterprises in the industry mainly carry out innovative business research and development. Compared with other industries, project adjustment is relatively frequent, resulting in temporary demand. These requirements are usually put forward by the department and reviewed by the human resources department.(2) Make a plan. Make a recruitment plan after the demand is determined. Due to different demand classifications, recruitment plans are also divided into annual recruitment plans and temporary recruitment plans. When changing the original post, the Human Resources Department shall, in combination with the opinions of the department, clarify the post and post qualification according to the job description, and clarify the employment level and the corresponding salary range. For the new position, the department and the human resources department jointly prepare the job description and determine the relevant information of the position.(3) Release information. High-quality recruitment content and extensive recruitment channels are the key to recruiting high-quality talents. Recruitment information is mainly extracted from job descriptions, forming accurate and concise recruitment content, and then publishing and introducing it through recruitment channels. And internal and external channels are the main ones. Internal recruitment is mainly published within the enterprise, which is used to select or promote internal talents. External recruitment mainly publishes information through external websites to find external talents.(4) Screening and evaluation. Selection and evaluation is the link of talent selection, and its process varies with the situation of enterprises. Most technology-based enterprises have a pre-examination procedure for resumes, and the human resources department is generally responsible for eliminating talents with inconsistent hard conditions. Arrange examinations and written examinations according to the job requirements.(5) Employment. When entering the recruitment stage, the Human Resources Department will comprehensively screen and evaluate the situation and determine the recruitment plan. Science and technology enterprises mainly recruit technical talents. They also have to negotiate salary, provide candidates with acceptance intention, and ensure that employees report to the company within the specified time to complete the induction process.