人事考试教育网.doc

【人事考试教育网 - 人力资源考试】1、人力资源管理师在经过总部批准的年度招聘计划的指导下，按时进行计划内的人员招聘工作。2、人员的离职或因其它原因出现职位空缺，由相关团队的负责人提前提出，并拟定岗位职责和资格条件。由人力资源管理师执行并告之总部执行人员补充的工作。3、拟定招聘广告。由所聘岗位的团队负责人编写招聘广告，经人力资源管理师审核。4、批准。招聘计划报批后，将最终确定的招聘广告发布并备案。5、评估现有招聘渠道的有效性，根据岗位的要求发布相关媒体。6、人力资源管理师人员负责发掘新的免费的招聘广告发布渠道。6、将招聘信息挂在机构的网站。 7、发布期随时监控招聘进展，回顾渠道是否合适。8、收到应聘者的各项资料，即进行初步审核，审阅其学历、经验是否符合所需，并初步淘汰资格不合者，之后将材料转交用人部门进一步审核，通过书面材料淘汰一部分不合格的应聘者。9、根据需要对应聘者进行电话面试并做相关的记录，再淘汰一部分应聘者。10、组织面试小组成员。11、对应聘者进行笔试筛选及第一轮面试。12、如外地应聘者，第一轮面试可通过电话完成。11、安排候选人的行程及后勤工作，进行第二轮的面试。12、通知被录用的应聘者。 13、与用人团队的负责人共同确定新员工基本的薪资。14、对被淘汰的应聘者寄发婉拒信。15、通知新聘员工入职，与之签订聘用合同。16、将其他优良人选资料保存在人力资源库。该文章转载自无忧考网：The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making 1. Identify vacancy2. Prepare job description and person specification3. Advertising the vacancy4. Managing the response5. Short-listing6. Arrange interviews7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. The main stages are identified in the below flow chart Identify VacancyPrepare Job Description and person SpecificationAdvertiseManaging the ResponseShort-listingReferencesArrange InterviewsConduct The InterviewDecision MakingConvey The DecisionAppointment ActionIs this what you wanted or else be precise in your query, if replys are needed immediately or urgently.RegardsSapanaHiring&RecruitingHiring&RecruitingFindSalesResumesFindSalesResumesArticlesArticlesPostYourSalesJobPostYourSalesJobAdvancedEducationAdvancedEducationYourJobSearchYourJobSearchFindSalesJobsFindSalesJobsSubmitYourResumeSubmitYourResumeCareerAssessmentsCareerAssessmentsArticlesArticlesResumeRewriteResumeRewriteGetADegreeGetADegreeAzSalesProsAzSalesProsSeminars&SalesTrainingSeminars&SalesTrainingBooks/Magazines/NewpapersBooks/Magazines/NewpapersEmployeeAssessmentsEmployeeAssessmentsFreeNewsletterFreeNewsletterSalesDiscussionGroupSalesDiscussionGroupEducationResourcesEducationResourcesHomeEmployerJob SeekerCompany InfoSales ResourcesRecruitment AdvertisingCopyright 2000-2003 by Charlie CourtoisJoin our free monthly newsletterfor cutting edge news on hiring, interviewing, and employee retention 窗体顶端Read Current issue We Value Your Privacy! We will NOT disclose your email to any third party! 窗体底端窗体底端(Featured in Cyber Hire Wire) Somewhere between $10 and $12 billion dollars is spent annually on help wanted in the US. The Wall Street Journal alone earns more than $300 million a year from this type of advertising (a full page in the Journals classified section exceeds $100,000!). Is it effective? As the Victorian parson replied, when asked by the bishop whether the plover eggs were tasty, well my Lord, they are exceedingly good in parts, so we can conclude that recruitment advertising sometimes works. The real question should be of course, just how well? To answer that question, we need to examine the case of a mid-western packaged-goods company who is looking for a new Director of Sales. They decide to place an advertisement in the largest regional newspaper and sit back for applicants to roll in. What are their chances of success? Well, firstly, it will depend on how many qualified candidates actually exist in the catchment-area covered by the newspaper. Secondly, how many of those actually read the advertisement. Thirdly, how many of those who are qualified and read the advertisement, are positively interested in the position. Fourthly, of those who are qualified, read the advertisement and are positively interested, actually sit down and respond to the advertisement.And, so it goes on! There is a built-in process of elimination over which the advertiser has no control whatsoever, (known as the negative elimination factor) that, step-by-step, reduces the advertisements effectiveness. But, let us go to a point where, at least some qualified candidates have applied. This number represents the absolute total of the available candidates from which the company is able to select the best person. Let us also suppose that the company proceeds towards a positive conclusion (the intention being to appoint the best applicant), it would seem to be a reasonable assumption that the candidate selected is the best of the bunch. A successful hiring must equal an effective hiring process, so the advertising can be adjudged efficient. But is it? Lets go back to the start again and examine the companys needs. You can be sure that the advertisement waxed poetically about the positions potential; its opportunities, challenges and rewards. As Dr. Johnson once said, the soul of an advertisement is promise, large promise. We can safely assume that the opening is described as an outstanding one, worthy of the interest of the best caliber of talent around. However, the odds favoring the advertisement attracting the most qualified candidates have to be poor indeed, as there are so many factors working against the advertiser, the most important being on target. The busy and mobile (recruitable) Sales Directors (the people who should be the advertisers prime targets) rarely have time to read the thousands of advertisements appearing daily in newspapers and magazines. And what if they dont live in the catchment-area? Talk about a seed falling on stony ground! Obviously you can advertise nationally (for much much more money!) but even then you still have only a one-time-shot at getting their attention. There is little doubt that recruitment advertising does attract considerable response, more often than not, too much. Sadly, for the advertiser, the quality is suspect and the best of the bunch is not the same as the pick of the crop! We are sure you have all heard about the person who went to Las Vegas and beat the system, but never talks about the other tim