An Effective Recruitment Process Based on Behavior Description Interview

1、an effective recruitment process based on behavior description interview论 文 摘 要中轻美林传统食品公司是一家创建于1997年的国有公司。公司成立10年来，依靠其强大的行业背景支持和资源优势，已和国内外近200家客户建立了广泛的合作关系，近年来其主要产品黄酒系列传统食品更是远销日本、韩国及欧洲市场。目前随着公司出口业务的不断发展，公司对进一步扩张国际市场感到压力巨大。为了满足公司快速发展的业务需要，公司决定进一步充实出口业务的人力资源，招聘2名富有经验的出口业务经理，专门负责开发新的国际市场，为公司的健康发展注入新的血液

2、。本论文作者作为公司人事部负责人员招聘的经理和同事一起设计并采用了基于行为描述面试的招聘方法，在短时间内顺利实施了该项目，有效地完成了此次招聘任务。本论文通过设计一套基于行为描述面试的招聘方法使管理者能用更少的时间、更低的成本，更准确地招聘适合公司的人才，从而引进新的养分，补充公司的不足，来促进公司的发展及更新。本论文前期通过swot分析法、撰写职位说明、准确提出候选人的资格要求和设计行为描述面试（bdi）问题等研究方法找出人员招聘的方向。中期通过选择有效的媒体刊登招聘广告、按照职位要求筛选候选人、组织实施行为描述面试、选择和评估适合公司的人才，同时通过项目进度流程表、项目负责人工作日志等形式

3、来检查和保证设计内容得到及时调整和如期完成。后期进行新聘用人员任职培训，旨在帮助新员工尽快融入公司，适应岗位要求。经过前期仔细的调查分析及切实可行的设计，中期认真的实施和后期培训，本论文设计的基于行为描述面试的招聘方法得以顺利实施，不但在较短时间内为公司招聘到了合适的人选，充实了出口业务岗位的人力资源，保证了公司业务的顺利开展，而且对从事人事管理的工作人员来说也是一次学习锻炼的机会，为公司人员招聘工作积累了宝贵经验。关键词：人员招聘 出口业务经理 行为描述面试abstractthis dissertation presents a detailed report of a project im

4、plemented to design an effective recruitment process based on behavior description interview for recruiting a more talented employee for oversea market. our company, zhongqing meilin traditional food company, is a full-fledged competitor in the food industry. however, because our company grows quick

5、ly and international market is competing acutely， the company will undergo an unprecedented pressure when further expanding its market abroad in the near future. in order to meet the expansion, the company has decided to employ two export managers to take charge of the international market. as a man

6、ager of personnel department, cooperating with my staff, i am responsible for designing an effective way to recruit more talented employees for oversea market. it is hypothesized that behavior description interview is one of the most effective methods available to choose right persons for the positi

7、on. a six-week project was launched to design and recruit the export manager. scientific research methods of recruitment process, such as description of the post, a person specification written, placing an advertisement for the vacancy, bdi and swot analysis， were used in the identification and anal

8、ysis of the problems. flowchart, project framework and several other methods were also adopted in the design, implementation and evaluation of the project. with the efforts of all our project members, we achieved our final goal successfully. by recruiting export manager successfully we may enhance o

9、ur export business for oversea market and our staff might have more working experience of recruiting.key words: recruiting new staff export managers behavior description interviewtable of contentspages1. introduction .12. problem and problem analysis3 2.1 problem.3 2.2 problem analysis.3 2.2.1 compa

10、nys current situation3 2.2.2 swot analysis43. project objective and hypothesis. 53.1. project objective.53.2. project hypothesis64. project rationale.65. project design.85.1 planning activities.85.1.1 activities with time-scale8 5.1.2 people involved and responsibilities115.2 costing.115.3 risks ana

11、lysis.12 5.3.1 people related.12 5.3.2 time related12 5.3.3 recruit process related135.4 management and control.136.project implementation and monitoring136.1. project implementation.136.1.1 general introduction of time, place of project implementation136.1.2 the working steps of implementation. 136

12、.2 monitoring157.project findings and discussion157.1.results157.2.discussion188. conclusion19bibliography20appendix 1: specification for export manager.21appendix 2: behavior description interview questions.22appendix 3: the project framwork.23appendix 4: project managers diary.2510an effective rec

13、ruitment process based on behavior description interview1. introductionzhongqing meilin traditional food company was founded in beijing ten years ago based on strong industry background support and resource strength. it has established widely cooperation relationship with more than 200 wholesalers i

14、n domestic and international trade field. the main products -yellow wine series are popular in japan, korea and european market recently. however, due to rapid growth and international market competition acutely, the company will feel an unprecedented pressure when the further expansion in the inter

15、national market is launched in the near future. in order to meet the companys growth, the company has decided to tack on two export managers in charge of international market. as a manager of personal department, i, cooperating with my staff, am responsible for designing an effective way to recruit

16、export managers in a short time.we all want to hire the best people for our positions. among numerous methods existing, choosing the most effective method will help ensure we reach this goal. behavior description interview (bdi) is a new style of interviewing that more and more organizations are usi

17、ng in their hiring process. bdi works on the principle that past behavior is the best indicator of future behavior. based on the belief that past behavior and performance predicts future behavior and performance, bdi focuses on experiences, behavior, knowledge, skills and abilities that are job-rela

18、ted, bdi is also designed to minimize personal impressions that can affect the hiring decision. by focusing on the applicants actions and behaviors, rather than subjective impressions that can sometimes be misleading, interviewers can make more accurate hiring decisions. interviewees may use work ex

19、perience, activities, hobbies, volunteer work, school projects, family life anything real as example of their past behavior. so it is clear that behavior description interview is one of the most effective methods available.based on the hypothesis that behavior description interview is an effective w

20、ay to recruit more talented employees for oversea market, a six-week project was launched to design and recruit export manager from march 1th, 2006 to april 15th, 2006. a series of activities were planned and carried out, such as decision on recruiting, how to choose and call for candidates for an i

21、nterview, selection and induction programmes, and so on.before putting the plan into practice, i also devised some measures to control and manage potential risks.the outcome of the project proved that an effective way could recruite more talented employees for oversea market. the total cost of the p

22、roject was 66,150 yuan. it included material and equipment, labor, advertisement fees, contingency allowance, and etc.in the whole process of this project, i also adopted those helpful techniques and methods which john hilton introduced in his book “practical business project and proposal (2001)”and

23、 world class english for business book 2. scientific research methods of recruiting new staff, such as advertisement for the vacancy, how the company assesses and chooses the right person, and swot analysis, were used in the identification and analysis of the problems. flowchart, project framework a

24、nd several other methods were also adopted in the design, implementation and evaluation the project.within the six-month after recruiting new staff, the project brought benefit with oversea market. in my department side, we could mast an effective way for recruiting new staff and our staff might hav

25、e more working experience of recruiting.2. problem and problem analysis2.1 problemthe problem i am facing is to assess and choose the right person to meet the companys growth and expand international market by designing and adopting an effective recruitment progress.2.2problem analysis2.2.1 companys

26、 current situationl financial statusthe financial performance has improved a little since 2004. the export revenue in 2005, at usd2,000,000, increased by 10% over the 2004 level of usd1,800,000. in the corresponding period, profits merely rose by 6%, because we gave familiar clients a 5% discount in

27、 order to attract them.our company invested ￥1,000,000 for expansion the oversea market. only a quart of the investment has been paid back by now. our company is worrying at how to attract more customers, and earn a better return on the investment.l human resourcesthere are 5 salespeople and a sales

28、 manager deal with the export business now. in order to meet the company expansion international market requirement, the company has decided to tack on 2 export managers in charge of international market.l physical resources, social and political environmentrecently years the human resources market

29、should be said supply exceeds demand. but how candidates are chosen and how the company assesses and chooses the right person which are very embarrassed problems. it imposes an unprecedented pressure for our company, who must choose right person in charge of international market as soon as possible.

30、 it is my responsibility, therefore, by cooperating with the staff in my and other department, to get out of the difficult situation and designed an effective way for recruitment process. 2.2.2 swot analysisstrengthsto further understand the current situation so as to make plans for resolution to th

31、e problem describe above, we carried out a swot analysis of the situation, including our strength, weakness, opportunity and threats. we considered the company profile, current situation of the human resources market, person specification of the export manager, recruitment methods and the cost of re

32、cruitment, and so on. our conclusion is drawn as follows:l our company is an enterprise by state-owned, this company is obviously very well respected in the food business. l our company takes care of our employees and offer good salaries and welfare, the company is able to settle employees registere

33、d permanent residence in beijing.l we have a friendly environment here. in our company the work pressure is lighter l the location of our company is very convenient. it is located near dong dan, than foreign company or private company. where is downtown in beijing.l the position is attractive which

34、offered more opportunity growth, employee could get promotion easily compare with other post.weaknesses as state-owned company, we could not supply very high salary. the salary level is lower than foreign company or some private company. lack effective motivated measure for outstanding achievement.

35、in order to adapt market requirement, the companys business philosophy should be regulated. there has no systematic and formal training for the employees. the company is not well-know, though it has well respected in the food business, and budget of recruiting advertisement is not very rich. it seem

36、s difficult for us to choose right person.opportunities the current situation of the human resources market is optimistic which is supply exceeds demand. there will be a hr for the vacancy exhibition held in one month in center of international exhibition. our department has been contacted with the

37、members who are responsible for organizing the exhibition. it is a good opportunity for the specific person to have better understanding of our company.threatsl there might be no person applying the post.l our staff might be has less working experience of recruiting.l there are maybe some operation

38、mistakes in recruit process.3.project objective and hypothesis3.1 project objectivethe problem of my research is that our company, zhongqing meilin traditional food company, has decided to recruit two managers in charge of export market. since we have no experience in recruiting export manager, it i

39、s quite necessary for us to find out an efficient recruiting method. as the personnel manager, i am responsible for this project. the goal of my project is to satisfy our companys demand for recruiting right person in charge of international market. the objective is to work out an effective recruitm

40、ent process which can help us to choose and assess the right person as soon as possible.3.2project hypothesiswe all want to hire the best people for our positions. among numerous methods existing, choosing the most effective method will help ensure that we reach this goal. behavior description inter

41、view (bdi) is a new style of interviewing that more and more organizations are using in their hiring process. bdi works on the principle that past behavior is the best indicator of future behavior. bdi focuses on experiences, behavior, knowledge, skills and abilities that are job related, based on t

42、he belief that past behavior and performance predicts future behavior and performance. bdi is also designed to minimize personal impressions that can affect the hiring decision. by focusing on the applicants actions and behaviors, rather than subjection impressions that can sometimes be misleading,

43、interviewers can make more accurate hiring decisions. interviewees may use work experience, activities, hobbies, volunteer work, school projects, family life anything really as example of their past behavior. so it is clear that behavior description interview is one of the most effective methods ava

44、ilable. it is therefore hypothesized that an effective recruitment process based on behavior description interview will help us to choose and assess the right person for the position as soon as possible.4.project rationalei read some books and articles in staff management. some of them impressed me

45、so much. for example, tom janz who has developed a recruitment tool which he helped bring to widespread public attention two years ago with his book “behavior description interviewing: new, accurate, cost effective (1985) ”. module 6 recruiting new staff on “world class english for business book 2 (

46、2001)”. john hilton introduced some helpful techniques and methods in the textbook “practical business project and proposal (2001)”.the rationales on which my project will be based are as follows: behavior description interview (bdi) is very probing in nature and focuses on experiences, behavior, kn

47、owledge, skills and abilities that are job related. it is based on the belief that past behavior and performance predicts future behavior and performance. bdi asks applicants to relate what they did do in a specific situation, that is, bdi focuses on actual behavior. the best predictor of future per

48、formance is past performance in similar circumstances, which is now associated with behavior-based assessment.bdi is interviewers standardize or structure the interview. the most important aspect of standardization is asking applicants the same or highly similar questions. this allows all applicants

49、 to have a chance to provide information about certain job-related concerns and allows interviewers to compare similar types of information. the alternative of each interviewer asking their own questions will have your organization comparing apples and oranges when trying to make hiring decisions. o

50、ften this leads to lower quality hiring decisions. bdi approach to interviewing can be strongly contrasted with more typical interviewing strategies. first, typical strategies suggest interviewers let candidates take the interview where they want to, go with the flow, or let the interviewee talk abo

51、ut any subject they desire so that you can best assess their personality. second, bdi interviewing seeks to avoid making judgments of applicants personalities. finally, the bdi interviewer tries to avoid hypothetical and self- evaluative questions. we use the bdi technique to evaluate a candidates e

52、xperiences and behaviors so we can determine the applicants potential for success and recruit export managers effectively. 5.project design5.1planning activities5.1.1 activities with time-scalewhat i need to do is to think of all the things we will have to reach the goal and objective set up previou

53、sly. i design a list of all the stages that i have to go through and all the things that need to be done. the project is going to be carried out in four stages as below:stage 1. deciding to recruit we write a job description and a person specification to identify exactly the type of person needed fo

54、r the post, then placing an advertisement for the vacancy.stage 2. how candidates are chosen and called for an interview.when we receive applications we must decide on who are on the shortlist. we store out candidates that have either right experience or right qualifications and might be suitable an

55、d then interviewing them.stage 3. selectionwe should prepare carefully for an interview and design effective behavior description interview questions. we need to ensure we get the information we require. once the interviews are finished the interviewers need to assess the candidates and compare thei

56、r performance. then references are used to support job applications and give employers an assessment of candidates experience and qualities. then we can decide who is a right person for this post.stage 4. induction programmesthis stage is about what happen when successful candidates start working for their employers. the company h