Transcript chapter5

CHAPTER 5:
RECRUITMENT&
SELECTION
(第五章招募与甄选)
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MAIN CONTENTS
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AN INTRODUCTION TO EMPLOYEE
RECRUITMENT
RECRUITMENT PROCESS
RECRUITMENT SOURCES
SELECTION
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一、AN INTRODUCTION TO
EMPLOYEE RECRUITMENT(第一节招
聘概述)
1.Definition
2.Reasons for Employee Recruitment
3.Goal of Employee Recruitment
4.Aim of Employee Recruitment
5.Principles for Employee Recruitment
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1.Definition
Recruitment is defined as any
practice or activity carried on by the
organization with the primary
purpose of identifying and attracting
potential employees.
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2.Reasons for Employee
Recruitment
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New branch to be established
New business to be enlarged
Unresonable employee configurations
Vacancies
Downsizing
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3. Goal of Employee
Recruitment
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To ensure that the organization has a
number of reasonably qualified
applicants
Not simply to generate large
numbers of applicants
Not to finely discriminate among
reasonably qualified applicants
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4. Aim of Employee Recruitment
The aim of recruitment is to have
the right people at the right time for
the right place.
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5. Principles for Employee
Recruitment
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Selecting People according to the
requirements of jobs(因事择人原则)
Internal recruitment must be put before
the external recruitment(先内后外原则)
Open and Transparent(公开透明原则)
Fair Competition(公平竞争原则)
Choosing the best one among all applicants
and observing his quality and ability (量才择
优原则)
Abiding by the relative law, decree and
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policy of our country(遵守相关法律原则)
二、RECRUITMENT
PROCESS（第二节 招聘程序）
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Enlistment（招募）
Selection(甄选)
Employment (录用)
Appraisal（评估）
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三、RECRUITMENT SOURCES
（第三节 招聘渠道）
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1. INTERNAL SOURCES(内部招聘渠道)
2.EXTERNALSOURCES(外部招聘渠道)
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INTERNAL SOURCES(内部招聘渠
道)
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JOB POSTING（工作张榜法/布告法 ）
In the typical job posting system, the
details of a job vacancy notice is
posted in the internal notice board
and Website to attract the internal
employees.
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INTERNAL SOURCES(内部招聘渠
道)
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COMPUTERIZED CAREER PROGRESSION
SYSTEMS （档案法）
The information regarding the job skills of
each employee can be stored in filing
cabinet or the HPIS. When a job becomes
vacant, HRD or the computer search its
skills file in order to identify employees
having the requisite qualifications for the
vacant job.
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INTERNAL SOURCES(内部招聘渠
道)
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RECOMMENDATIONS （推荐法）
supervisor, department or employees
can recommend internal candidates if
they are asked to nominate one or
more people for consideration
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Internal （内招）
Advantage
Encouraging
Disadvantage
Inbreeding
morale
Be familiar with the organization and
easy to adapt to the job
Better assessment of abilities
 Achieving right recruitment
Low cost
infighting for promotions
Limited sources
training
“Political”
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EXTERNALSOURCES(外部招聘渠
道)
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EMPLOYEE REFERRALS (员工推荐法）
When a position becomes vacant,
firms often use employee referrals to
fill them.
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EXTERNALSOURCES(外部招聘渠
道)
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HELP-WANTED ADVERTISEMENTS
（广告招聘）
When some openings occur, we can
convey the message to potential
applicants through newspaper,
magazines, broadcasting and TV so
as to attract them to apply.
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EXTERNALSOURCES(外部招聘渠
道)
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EMPLOYMENT AGENCIES(职业中介)
EMPLOYMENT AGENCIS is a special
kind of recruitment method with
which the organization entrusts
career intermediaries with the
responsibilities to search and initially
select the required applicants
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EXTERNALSOURCES(外部招聘
渠道)
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JOB HEADHUNTER(猎头公司)
Job Headhunters are a special kind of
career intermediaries that are use to
hunting and recruiting high
managerial people and special
technical personnel
Cost:25%-33%.
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EXTERNALSOURCES(外部招聘渠
道)
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JOB FAIRS （招聘会）
Job fair can either be special one(专
场) or non-special one(非专场). Since
a group of firms sponsors a meeting
or exhibition at which each has a
booth to publicize jobs available, Job
fairs may attract a lot of applicants to
come.
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EXTERNALSOURCES(外部招聘渠
道)
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COLLEGE RECRUITING（校园招聘）
In college recruiting, the
organization sends an employee,
usually called a recruiter, to a
campus to interview candidates
Coinciding with the visit, brochures
and other literature about the
organization as well as application
form are often distributed.
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EXTERNALSOURCES(外部招聘渠
道)
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INTERNET RECRUITING（网络招聘）
HRD can release vacancies through
its home page or a variety of web
sites where applicants can submit
their resumes and potential
employers can check for qualified
applicants.
51job.com , zhaopin.com , chinahr.Com,
employchina.com
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SOURCES
PROS&CONS
EMPLOYEE
REFERRALS
可靠性强，因为推荐人对被推荐人有一定的了
解；成功率高，因为被推荐人对公司有一定的
了解，对工作的期望较实际；缩短招聘时间，
降低了招聘成本。
INTERNET
RECRUITING
人才储量丰富；查询筛选功能强；无地域限制，
不受时间、空间和地域的限制；成本低
COLLEGE
RECRUITING
针对性强、可以选择学校、专选择专业来进行
招聘，根据企业需要进行人才储备。
JOB FAIRS
面对面；筛选迅速；针对性强；但受地域限制
性强。
JOB
招聘过程隐蔽性好，保密性好，专业化管理程
HEADHUNTER 度非常高；太贵
HELPWANTED
ADVERTISEM
覆盖面和影响力大，时效性强，可同时宣传公
司。传播的范围广，可吸引众多的应聘者，企
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业选择的余地大；较贵
External （外招）
Advantage
To
Disdvantage
May
have a big pool of applicants
“New blood” will bring new
thoughts and new ways of doing
things
 To save training investment
not select someone who
will “fit” the job or organization
Be unfamiliar with the
organization and uneasy to
adapt to the job
May cause morale problems for
internal candidates not selected23
四、SELECTION
（第四节 甄选）
1.Definition
 2.Selection Process
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Selection ： Selection is the process by
which an organization chooses from
a list of applicants the person and
persons who best meet the selection
criteria and then have him and them
in the right place.
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Selection process(甄选流程)
Application Form
Appraisal
Pencil and Paper Test
Psychological Test
Physical check-up
Background-checks
Situational Simulation
Interview
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1.Application Form
Qualification evaluation (资格审查)
HRD approves each individual‘s application
form and chooses those who match the
recruiting requirements and then pass
them on to the line department.
 Initial Screening(筛选): The line
department selects those who better meet
the selection criteria from the list of
applicants.
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2.Paper&Pencil Tests
Paper & Pencil Test refers to testing
applicants’ knowledge and skills or
ability ,including both general and
specialized.
The general knowledge and skills include
literacy knowledge(文化知识),verbal
comprehend and numeral ability,
reasoning or memory ability .
The specialized knowledge and ability
refer to the knowledge such as financial,
accounting or management which is
related to the job, and interpersonal and
observation skills etc,.
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3. Psychological Tests
IQ Test （智力测试， Binet和Simon，西
比量表，吴天敏的中国－比奈量表，
1983 ）
IQ = Psychological age除以actual
agex100，
Personality Test
Personality refers to a person’s
attitude, interests ，motives and
values.
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自陈量表法
The Cattell PF(卡特尔16种个性特征测试）
Minnesota Multiphase personality
Inventory（明尼苏达多重人格测试,哈撒
韦和麦金利 ）
投射法
Ink marks Test(墨迹测试）
Thematic Apperception Test（主题统觉
测试）
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4. Situational Simulation
A. The in-basket Test(公文处理）
Job candidates are asked to respond
to documents, memos, reports,
incoming calls ,letters in the inbasket of the simulated job he or she
is to take over. Each person is
observed his or her ability of judging
the order of importance and urgency.
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B. The leaderless group discussion（无
领导小组讨论）
A leaderless group is given a
discussion question and told to
arrived at a group decision. Each
person is observed his or her
interpersonal skills, leadership ability
and individual influence.
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C. Oral Presentation （即席发言法）
A participant’s communication skills,
persuasiveness are evaluated by
having the person make oral
presentation of the assigned topic
after a few minutes of preparation.
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D. Role playing(角色扮演法)
A participant’s problem-solving skills
are evaluated by having the person
play the assigned role to handle daily
management affairs.
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5. Interview （面试）
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Purpose of Interview (面试的目的)
Type of Interview (面试方式)
Content of Interview(面试内容)
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Purpose of Interview (面试的目的)
1.Assessing whether the applicant fits
to the job
2.Propagating the organization
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Type of Interview (面试方式)
STRUCTURED &UNSTRUCTURED
INTERVIEWS （结构式与非结构式面试，从问题
的设计划分）
STRESS INTERVIEW /BEHAVIORAL
INTERVIEW （压力面试/行为面试,从面试目的划
分）
Situational INTERVIEW/ JRI（情景面试/与工
作相关面试，从面试的内容划分 ）
One to one / more to one continuous /
once（一对一、多对一；连续性和一次性，从面试
的控制划分 ）
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STRUCTURED INTERVIEW （结构式面试）
A list of questions are designed &
prepared in advance. interviewees
will be interviewed in strict
accordance with the questions or
topics prepared beforehand.
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UNSTRUCTURED INTERVIEWS （非结构式面
试）
Interviewers ask questions as they
come to mind without any
preparation beforehand. There is
generally no set format to follow.
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STRESS INTERVIEW （压力面试）
A Stress Interview is a special type
of selection interview in which the
applicant is made uncomfortable by
a series of sometime rude or
unexpected questions so as to test
and identify the applicants’ with
reaction ability, stress of tolerance,
feeling－ control ability.
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BEHAVIORAL INTERVIEW （行为面试）
In a behavioral interview a situation
is described and interviewees are
asked how they have behaved in the
past in such a situation so as to
judge and predict their future
performance.
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Content of Interview(面试内容)
Appearance & Attainments (仪表与修
养)of candidates
Working experience， knowledge
and ability of candidates
Motives(动机)
Interpersonal &communication skill
Analyzing & judging abilities
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6.Reference Checks （背景调查）
7.Physical Examinations （体检）
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一份好的简历应包括哪些内容
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自然情况（姓名、性别、出生年月日、出生地
点、身高、体重、健康状况）
学历和工作经历（学位、专业、毕业院校、其
它技能、原工作单位名称、曾任职务、任职时
间）
主要业绩和获奖情况
学历和其他专业技能证书复印件（英语、计算
机、会计证、驾驶证）
联络方式
推荐信复印件
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学生去面试时应注意哪些问题
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一、了解熟悉应聘企业的基本情况（规模、产品、
人数、文化及在行业的地位）
二、准时到达，适当穿着和热忱礼貌的态度，为
自己制造良好的第一印象）
三、对考官提出的第一第二正式问题应简单回答，
留下时间让他表达自己对你的期望
四、尽量展示自己的过去，以过去为荣
五、在回答复杂问题前应稍微思考，理解问题实
质后，有条理有逻辑性地表达自己的意见
六、回答问题过程中保持适度的微笑，身体语言
不要太大
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七、尽可能多经历一些面试，积累面试经验