毕博管理咨询工具Recruitment and Selection Process-Chinese.doc

招聘和选拔过程RECRUITMENT AND SELECTION PROCESS模块：Module:人力资源管理Human Resource Management流程：Process:招聘和选拔Recruitment and Selection系统：System:招聘Recruitment 系统执行人：System Champion:所有经理All Managers目标：Objectives: 为实施一个有效的和系统化的招聘流程来帮助企业雇佣最合适的熟练的和有才干的人员，这些人要能够与企业文化和目标相融合。To implement an effective and systemised recruitment process to assist the business to employ only skilled and talented people who are aligned with the business culture and objectives. 招聘过程是一个双向的过程，这要求企业以企业吸引人的地方和空缺的职位作为交换，来吸引熟练人员申请该职位。The recruitment process is a two-way process which requires the business to reciprocate the attractiveness of the business and vacant position to attract skilled people to apply for the position. 程序：Procedure: 确定空缺职位的职责标准。确保这些标准清楚说明了要求的资格、经验和个人特长如吸引人的性格。重要的是，吸引合适的与企业文化相符的熟练人员。Define the role criteria of the vacant position. Ensure that this criteria clearly articulates required qualifications, experience and personal attributes such as desired personality. It is important to attract suitably skilled people who will fit into the business culture. 用诚恳的方式对空缺职位做广告，来推广企业的特征。为此，可以制作企业宣传册来阐明为该企业工作能获得的好处。Advertise the vacant position in an appealing manner promoting the attributes of the business. This can be achieved by developing a business profile that articulates the benefits of working for your business. 企业可能在内部和外部对空缺职位打广告。The business can advertise the vacant position both internally and externally. 在内部做广告：Internally: 内部通讯和出版物Internal newsletters and publications; 人力资源列表；Human Resource listings; and 团队公告牌Team Notice Boards. 在外部做广告：Externally: 推荐人Referrals; 招聘咨询顾问Recruitment consultants; 猎头Headhunting; 互联网广告；Internet advertising; and 在媒体上做广告，（即报纸、杂志等）Advertising in hard copy media, (i.e. newspapers, magazines etc). 选择过程包括从所有申请信中进行筛选和创建一个面试候选人的简短清单。该过程包含以下步骤：The Selection process involves sorting through all applications and creating a short list of potential candidates for interview. This process involves the following steps: 在书面申请信中筛选Sorting through written applications; 电话通知候选人Telephone potential applicants; 在面试中，用记录表记下你的第一印象；Record your first impression in a table to assist you when interviewing; and 制定个人面试的日程Schedule personal interviews. 进行个人的面试能由几个阶段来完成。Conduct personal interviews which can be completed in a number of stages. 利用准备好的面试问题来确保你从所有申请人处获得正确的信息。Use prepared interview questions to ensure that you derive the right information from all applicants. 经过第一轮筛选后，这一轮的面试可能只有2-3人参加，尤其是在申请人众多的情况下The first round of interviews will enable you to create a short list of 2 3 applicants, particularly if you have a large number of applicants to choose from; and 第二轮的面试应该请相关员工一起参加，以帮助你确定申请人与团队和企业文化的融洽处。The second round of interviews should include your team members in order to assist you to determine how well the applicant will fit in with the team and culture of the business. 建议进行一些资格测试（使用计算机的能力、个性测试等），或聘请专业公司来对申请人进行这些测试，以确认其是否胜任于该职位。It is a good idea to conduct qualification tests (computer literacy, personality testing etc) or outsource these tests to confirm that the applicants are qualified for the position. 在向成功的申请人发出聘任邀请之前要进行证明人核实。Conduct reference checks on the successful applicant before offering them the position 证明人核实一般是通过打电话来进行的，然而一些公司也会选择用电子邮件或信件联系证明人。Reference checks are generally conducted via telephone, however some businesses may choose to contact referees via email or letter. 发出的聘任信是一份书面的文件，并需要由企业和新雇员双方在开始工作的日期之前共同签署。Offer of employment is a written document and needs to be signed by both the business and new employee prior to the starting date. 应该为成功的申请人接收和回复雇佣聘任信设定一个时间框架。如果新雇员没有在指定的时间内提交该信，将考虑对其终止聘任。A timeframe should always be set in order for the successful applicants to receive and return the signed offer of employment. Should the new employee fail to submit this within designated timeframe, consideration should be made for expiry of offer. 在新雇员第一天到企业上班时需要进行入职程序。The induction process needs to be conducted on the new employees first day at the business. 该入职程序是一个正式的结构化的程序，用于向新雇员介绍企业及其制度。This induction process is a formal structured process designed to introduce the new employee to the business and its systems.关键业绩指标：Key Performance Indicators:1. 利用及时和系统化程序进行招聘。Conduct recruitment using a timely and systematic process.2. 所有在同一部门内的员工必须在第二轮面试中会见侯选的的新员工。All team members within the division hiring new employees must meet potential new employees during the seco