Recruitment Process Summary

2010年03月12日 106570次浏览
作者 : waterking

Step 1 Headcount Planning


l         Manager to work with Finance on HC needs in accordance with productivity/sales capacity planning(incremental, backfill)


每年财政年度开始都会根据业务的需求制定每个部门的HC,以及相应的预算,这个会议由部门经理,HR经理以及GM参加。招聘职位的薪水则需要在预算之内。


l         JD&Requirement.


每年一度的JD更新,由HRM和部门经理负责。在填写Job Acquisition时需HR审核,GM天子确认。当然,在这个表格中会附上JD,以及职位on board date(由部门经理和HR沟通确定)


lStep 2 Sourcing


Everyone is reponsible for sourcing. Recruiter will initiate some strategies, but the hiring manager also play a critical role-network, referrals, etc.


Main channel:


l         Job board: 51job, zhopin, chinahr ……


l          Job fair: Campus, local job fair, city job fair, open house ( open house就是在某星级酒店包下一个大厅开专场招聘会)


l         Referral: FFH(weekly posting, promotion, hot job. )


l         Direct sourcing: internal sourcing, team-databse, rehire, funnel, Linkedin.


l         Searching firm (就是猎头公司)


l          Internal transfer etc.


一般而言,我觉得对于中等便下职位,有效的是内部推荐和在线招聘,其次是现场招聘。但高层次职位较好的方法是内部TRANSFER,其次为猎头。但与猎头联系,需要很多的沟通,特别是对于职位的要求比较高时。


Step 3 Interview & Selection


l         Confirm interview panel.  一般是需要具有面试技巧的人或接受过专门的面试技巧培训的人;


l          Interview arragement .首先是电话面试。电话面试其实是确认一下面试者最基本的要求是否达到,比如表达,逻辑,基本礼仪以及英语要求,以及核对一下简历中的基本资料。若可以,就发INVITATION邀请face to face interview.


l         HR Interview.其实根据我的经验,有时候电话面试跟约见会出现一定的误差。有的时候觉得电话面试感觉很好,但约见的时候却不怎合适。所以面对面的面试很重要。我一般在面试前,都会用做presentation的方式来简单介绍一下公司的历史以及组织架构等基本情况。这样做的目的一来是让面试者放松一下,另外也表达了公司对于candidate的尊重。其他都是按照面试程序来,进行半结构话面试。同时让ASSISTANT将candidate填写的性格测试结果准备好,以备查阅。我们用的是PI测试,感觉很有效度和信度。


l          Competency-based-inteview and Provide interview feedback. 若HR面试以后觉得可以,然后就推荐部门经理面试。面完以后,若可以,再有部门经理的经理对candidate进行面试,执行祖父原则。若觉得可以,HR,HRM, 部门经理会就candidate的能力,薪资期望等进行讨论,决定其入职薪水。


l         Complete selection decisions within specified time.


l         Paper test: personality, English, logic


l         1st round: 3-5 mins self introduction


l         2nd round: 15 mins group discussion with panel interview.


l         3rd round: 10-15mins role play with panel interview.


l         Final round: 10 mins 1×1 with direct hiring manager.


Step 4 Offer


Offer Proposal


l         Recruiter develops offer proposal: Rehires& internal transfer & external candidates.


l         Approval process: HRG, Hiring manager


l         C&B guideline (Annual survey, job mapping, marketing pricing)


l         Recruiter deliver offer to candidate upon obtaining approval.


l          SBC (security background check) process. (也叫Reference Check)


Step 5 Hire & On-boarding


l          Coordinator will process pre-employment medical check-up and related on board issue.(大公司里,HR有一个职位,是专门负责candidate入职前的协调工作的,fuction全吧?)


l          Hiring manager need keep new hire warm before they start


l          Hiring manager are responsible for all aspects of on-boarding of your new hires (Logisitics: prepare for their cubicles, phone lines……)


 


 

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