1 CHAPTER 5: RECRUITMENT& SELECTION ( 第五章招募与甄选 ).

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CHAPTER 5: RECRUITMECHAPTER 5: RECRUITMENT&NT&

SELECTION SELECTION (( 第五章招募与甄选第五章招募与甄选 ))

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MAIN CONTENTSMAIN CONTENTS

AN INTRODUCTION TO EMPLOYEE AN INTRODUCTION TO EMPLOYEE RECRUITMENTRECRUITMENT

RECRUITMENT PROCESSRECRUITMENT PROCESS RECRUITMENT SOURCESRECRUITMENT SOURCES SELECTION SELECTION

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一、一、 AN INTRODUCTION TO EMPLOAN INTRODUCTION TO EMPLOYEE RECRUITMENT(YEE RECRUITMENT( 第一节招聘概第一节招聘概

述述 )) 1.Definition1.Definition

2.Reasons for Employee Recruitment2.Reasons for Employee Recruitment

3.Goal of Employee Recruitment3.Goal of Employee Recruitment

4.Aim of Employee Recruitment4.Aim of Employee Recruitment

5.Principles for Employee 5.Principles for Employee RecruitmentRecruitment

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1.Definition1.Definition Recruitment is defined as any Recruitment is defined as any

practice or activity carried on by practice or activity carried on by the organization with the the organization with the primary purpose of identifying primary purpose of identifying and attracting potential and attracting potential employees.employees.

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2.Reasons for Employee 2.Reasons for Employee RecruitmentRecruitment

New branch to be establishedNew branch to be established New business to be enlargedNew business to be enlarged Unresonable employee Unresonable employee

configurations configurations VacanciesVacancies DownsizingDownsizing

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3. Goal of Employee 3. Goal of Employee RecruitmentRecruitment

To ensure that the organization To ensure that the organization has a number of reasonably has a number of reasonably qualified applicantsqualified applicants

Not simply to generate large Not simply to generate large numbers of applicantsnumbers of applicants

Not to finely discriminate among Not to finely discriminate among reasonably qualified applicantsreasonably qualified applicants

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4. Aim of Employee 4. Aim of Employee RecruitmentRecruitment

The aim of recruitment is to The aim of recruitment is to have the right people at the have the right people at the right time for the right place.right time for the right place.

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5. Principles for Employee Recruitment5. Principles for Employee Recruitment

Selecting People according to the requirements oSelecting People according to the requirements of jobs(f jobs( 因事择人原则因事择人原则 ))

Internal recruitment must be put before the exterInternal recruitment must be put before the external recruitment(nal recruitment( 先内后外原则先内后外原则 ))

Open and Transparent(Open and Transparent( 公开透明原则公开透明原则 )) Fair Competition(Fair Competition( 公平竞争原则公平竞争原则 )) Choosing the best one among all applicants and oChoosing the best one among all applicants and o

bserving his quality and ability (bserving his quality and ability ( 量才择优原则量才择优原则 )) Abiding by the relative law, decree and policy of oAbiding by the relative law, decree and policy of o

ur country(ur country( 遵守相关法律原则遵守相关法律原则 ))

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二、二、 RECRUITMENT PROCESRECRUITMENT PROCESSS （第二节招聘程序）（第二节招聘程序）

EnlistmentEnlistment （招募）（招募） Selection(Selection( 甄选甄选 )) Employment (Employment ( 录用录用 )) AppraisalAppraisal （评估）（评估）

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三、三、 RECRUITMENT SOURCES RECRUITMENT SOURCES （第三节招聘渠道）（第三节招聘渠道）

1. INTERNAL SOURCES(1. INTERNAL SOURCES( 内部招聘渠道内部招聘渠道 )) 2.EXTERNALSOURCES(2.EXTERNALSOURCES( 外部招聘渠道外部招聘渠道 ))

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INTERNAL SOURCES(INTERNAL SOURCES( 内部招聘渠内部招聘渠道道 ))

JOB POSTINGJOB POSTING （工作张榜法（工作张榜法 // 布告法布告法）） IIn the typical job posting system, the dn the typical job posting system, the details of a job vacancy notice is posted etails of a job vacancy notice is posted in the internal notice board and Websiin the internal notice board and Website to attract the internal employees.te to attract the internal employees.

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COMPUTERIZED CAREER PROGRESSION SYSCOMPUTERIZED CAREER PROGRESSION SYSTEMS TEMS （档案法）（档案法）

The information regarding the job skills of eThe information regarding the job skills of each employee can be stored in filing cabinet ach employee can be stored in filing cabinet or the HPIS. When a job becomes vacant, Hor the HPIS. When a job becomes vacant, HRD or the computer search its skills file in orRD or the computer search its skills file in order to identify employees having the requisider to identify employees having the requisite qualifications for the vacant job.te qualifications for the vacant job.

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RECOMMENDATIONS RECOMMENDATIONS （推荐法）（推荐法） supervisor, department or employees supervisor, department or employees

can recommend internal candidates if can recommend internal candidates if they are asked to nominate one or mothey are asked to nominate one or more people for considerationre people for consideration

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Internal Internal （内招）（内招）

AdvantageAdvantage Encouraging moraleEncouraging moraleBe familiar with the organization Be familiar with the organization and easy to adapt to the joband easy to adapt to the jobBetter assessment of abilitiesBetter assessment of abilities Achieving right recruitmentAchieving right recruitmentLow costLow cost

DisadvantagDisadvantagee

InbreedingInbreeding““Political” infighting for promotions Political” infighting for promotions Limited sourcesLimited sourcestrainingtraining

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EXTERNALSOURCES(EXTERNALSOURCES( 外部招聘外部招聘渠道渠道 ))

EMPLOYEE REFERRALS (EMPLOYEE REFERRALS ( 员工推荐法）员工推荐法） When a position becomes vacant, firmWhen a position becomes vacant, firm

s often use employee referrals to fill ts often use employee referrals to fill them.hem.

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HELP-WANTED ADVERTISEMENTS HELP-WANTED ADVERTISEMENTS （广（广告招聘）告招聘）

When some openings occur, we can coWhen some openings occur, we can convey the message to potential applicanvey the message to potential applicants through newspaper, magazines, brnts through newspaper, magazines, broadcasting and TV so as to attract theoadcasting and TV so as to attract them to apply.m to apply.

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EMPLOYMENT AGENCIES(EMPLOYMENT AGENCIES( 职业中介职业中介 )) EMPLOYMENT AGENCIS is a special kinEMPLOYMENT AGENCIS is a special kin

d of recruitment method with which td of recruitment method with which the organization entrusts career interhe organization entrusts career intermediaries with the responsibilities to mediaries with the responsibilities to search and initially select the required search and initially select the required applicantsapplicants

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JOB HEADHUNTER(JOB HEADHUNTER( 猎头公司猎头公司 )) Job Headhunters are a special kind of Job Headhunters are a special kind of

career intermediaries that are use to hcareer intermediaries that are use to hunting and recruiting high managerial unting and recruiting high managerial people and special technical personnepeople and special technical personnell

Cost:25%-33%. Cost:25%-33%.

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JOB FAIRS JOB FAIRS （招聘会）（招聘会） Job fair can either be special one(Job fair can either be special one( 专专

场场 ) or non-special one() or non-special one( 非专场非专场 ). Since ). Since a group of firms sponsors a meeting or a group of firms sponsors a meeting or exhibition at which each has a booth texhibition at which each has a booth to publicize jobs available, Job fairs mo publicize jobs available, Job fairs may attract a lot of applicants to come.ay attract a lot of applicants to come.

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COLLEGE RECRUITINGCOLLEGE RECRUITING （校园招聘）（校园招聘） In college recruiting, the organization In college recruiting, the organization

sends an employee, usually called a resends an employee, usually called a recruiter, to a campus to interview candcruiter, to a campus to interview candidates Coinciding with the visit, brochidates Coinciding with the visit, brochures and other literature about the orures and other literature about the organization as well as application form ganization as well as application form are often distributed.are often distributed.

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INTERNET RECRUITINGINTERNET RECRUITING （网络招聘）（网络招聘） HRD can release vacancies through its HRD can release vacancies through its

home page or a variety of web sites whome page or a variety of web sites where applicants can submit their resuhere applicants can submit their resumes and potential employers can checmes and potential employers can check for qualified applicants. k for qualified applicants.

51job.com , zhaopin.com , chinahr.Com, e51job.com , zhaopin.com , chinahr.Com, employchina.commploychina.com

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SOURCESSOURCES PROS&CONSPROS&CONSEMPLOYEE EMPLOYEE REFERRALSREFERRALS

可靠性强，因为推荐人对被推荐人有一定的了可靠性强，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，了解，对工作的期望较实际；缩短招聘时间，降低了招聘成本。降低了招聘成本。

INTERNET INTERNET RECRUITINGRECRUITING

人才储量丰富；查询筛选功能强；无地域限制，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；成本低不受时间、空间和地域的限制；成本低

COLLEGE COLLEGE RECRUITINGRECRUITING

针对性强、可以选择学校、专选择专业来进行针对性强、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。招聘，根据企业需要进行人才储备。

JOB FAIRSJOB FAIRS 面对面；筛选迅速；针对性强；但受地域限制面对面；筛选迅速；针对性强；但受地域限制性强。性强。

JOB JOB HEADHUNTEHEADHUNTERR

招聘过程隐蔽性好，保密性好，专业化管理程招聘过程隐蔽性好，保密性好，专业化管理程度非常高；太贵度非常高；太贵

HELP-HELP-WANTED WANTED ADVERTISEADVERTISEMENTSMENTS

覆盖面和影响力大，时效性强，可同时宣传公覆盖面和影响力大，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，企司。传播的范围广，可吸引众多的应聘者，企业选择的余地大；较贵业选择的余地大；较贵

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External External （外招）（外招）

AdvantageAdvantage To have a big pool of applicantsTo have a big pool of applicants““New blood” will bring new thNew blood” will bring new thoughts and new ways of doing thioughts and new ways of doing thingsngs To save training investmentTo save training investment

DisdvantageDisdvantage May not select someone May not select someone who will “fit” the job or who will “fit” the job or organizationorganization Be unfamiliar with the Be unfamiliar with the organization and uneasy to organization and uneasy to adapt to the jobadapt to the jobMay cause morale problems May cause morale problems for internal candidates not for internal candidates not selectedselected

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四、四、 SELECTION SELECTION （第四节甄选）（第四节甄选）

1.Definition1.Definition 2.Selection Process2.Selection Process

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Selection Selection ：： Selection is the process by Selection is the process by which an organization chooses from a which an organization chooses from a list of applicants the person and persolist of applicants the person and persons who best meet the selection criterins who best meet the selection criteria and then have him and them in the ria and then have him and them in the right place.ght place.

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Selection process(Selection process( 甄选流程甄选流程 ))

Application Form

Pencil and Paper Test

Psychological Test

Appraisal

Situational Simulation

Physical check-up

Background-checks

Interview

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1.Application Form1.Application Form

Qualification evaluation (Qualification evaluation ( 资格审查资格审查 ) ) HRD approves each individual‘s application HRD approves each individual‘s application

form and chooses those who match the recrform and chooses those who match the recruiting requirements and then pass them on uiting requirements and then pass them on to the line department.to the line department.

Initial Screening(Initial Screening( 筛选筛选 ): The line departmen): The line department selects those who better meet the selectiot selects those who better meet the selection criteria from the list of applicants. n criteria from the list of applicants.

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2.Paper&Pencil Tests 2.Paper&Pencil Tests Paper & Pencil Test refers to testing applicaPaper & Pencil Test refers to testing applica

nts’ knowledge and skills or ability ,includints’ knowledge and skills or ability ,including both general and specialized.ng both general and specialized.

The general knowledge and skills include litThe general knowledge and skills include literacy knowledge(eracy knowledge( 文化知识文化知识 ),verbal compre),verbal comprehend and numeral ability, reasoning or mehend and numeral ability, reasoning or memory ability .mory ability .

The specialized knowledge and ability refer The specialized knowledge and ability refer to the knowledge such as financial, accountto the knowledge such as financial, accounting or management which is related to the jing or management which is related to the job, and interpersonal and observation skills ob, and interpersonal and observation skills etc,.etc,.

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3. Psychological Tests 3. Psychological Tests IQ TestIQ Test （智力测试，（智力测试， BinetBinet 和和 SimonSimon ，西比，西比

量表，吴天敏的中国－比奈量表，量表，吴天敏的中国－比奈量表， 1983 1983 ））IQ = Psychological ageIQ = Psychological age除以除以 actualactual agex100agex100，，

Personality TestPersonality TestPersonality refers to a person’s attitude, Personality refers to a person’s attitude,

interests interests ，， motives and values.motives and values.自陈量表法和投射法自陈量表法和投射法

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自陈量表法自陈量表法The Cattell PF(The Cattell PF(卡特尔卡特尔 1616 种个性特征测试）种个性特征测试） Minnesota Multiphase personality InveMinnesota Multiphase personality Inve

ntoryntory （明尼苏达多重人格测试（明尼苏达多重人格测试 ,,哈撒韦和哈撒韦和麦金利麦金利））投射法投射法Ink marks Test(Ink marks Test(墨迹测试）墨迹测试）Thematic Apperception TestThematic Apperception Test （主题统觉测（主题统觉测试）试）

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4. Situational Simulation4. Situational SimulationA. The in-basket Test(A. The in-basket Test( 公文处理）公文处理） Job candidates are asked to respond to dJob candidates are asked to respond to d

ocuments, memos, reports, incoming cocuments, memos, reports, incoming calls ,letters in the in-basket of the simulalls ,letters in the in-basket of the simulated job he or she is to take over. ated job he or she is to take over. Each pEach person is observed his or her ability of juerson is observed his or her ability of judging the order of importance and urgedging the order of importance and urgency.ncy.

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B. The leaderless group discussionB. The leaderless group discussion （无（无领导小组讨论）领导小组讨论）

A leaderless group is given a discussion A leaderless group is given a discussion question and told to arrived at a grouquestion and told to arrived at a group decision. Eachp decision. Each person is observed hiperson is observed his or her interpersonal skills, leadershis or her interpersonal skills, leadership ability and individual influence.p ability and individual influence.

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C.C. Oral Presentation Oral Presentation （即席发言法）（即席发言法）A participant’s communication skills, peA participant’s communication skills, pe

rsuasiveness are evaluated by having thrsuasiveness are evaluated by having the person make oral presentation of the e person make oral presentation of the assigned topic after a few minutes of prassigned topic after a few minutes of preparation.eparation.

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D. Role playing(D. Role playing( 角色扮演法角色扮演法 )) A participant’s problem-solving skills A participant’s problem-solving skills

are evaluated by having the person plare evaluated by having the person play the assigned role to handle daily may the assigned role to handle daily management affairs.anagement affairs.

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5. Interview 5. Interview （面试）（面试） Purpose of Interview Purpose of Interview (( 面试的目的面试的目的 )) Type of Interview (Type of Interview ( 面试方式面试方式 )) Content of Interview(Content of Interview( 面试内容面试内容 ))

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Purpose of Interview Purpose of Interview (( 面试的目的面试的目的 ))

1.Assessing whether the applicant 1.Assessing whether the applicant fits to the jobfits to the job

2.Propagating the organization2.Propagating the organization

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Type of Interview (Type of Interview ( 面试方式面试方式 )) STRUCTURED &UNSTRUCTURED INTERVIEWS STRUCTURED &UNSTRUCTURED INTERVIEWS

（结构式与非结构式面试，（结构式与非结构式面试，从问题的设计划分从问题的设计划分）） STRESS INTERVIEW STRESS INTERVIEW //BEHAVIORAL INTERVIEW BEHAVIORAL INTERVIEW

（压力面试（压力面试 // 行为面试行为面试 ,,从面试目的划分从面试目的划分））

Situational INTERVIEW/ JRISituational INTERVIEW/ JRI （情景面试（情景面试 // 与工作与工作相关面试，相关面试，从面试的内容划分从面试的内容划分））

One to oneOne to one / / more to one continuous / once more to one continuous / once（一对一、多对一；连续性和一次性，（一对一、多对一；连续性和一次性，从面试的控从面试的控制划分制划分））

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STRUCTURED INTERVIEW STRUCTURED INTERVIEW （结构式面试）（结构式面试）

A list of questions are designed & prepA list of questions are designed & prepared in advance. interviewees will be ared in advance. interviewees will be interviewed in strict accordance with interviewed in strict accordance with the questions or topics prepared befthe questions or topics prepared beforehandorehand..

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UNSTRUCTURED INTERVIEWS UNSTRUCTURED INTERVIEWS （非结构式面（非结构式面试）试）Interviewers ask questions as they coInterviewers ask questions as they come to mind without any preparation bme to mind without any preparation beforehand. There is generally no set foeforehand. There is generally no set format to follow.rmat to follow.

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STRESS INTERVIEW STRESS INTERVIEW （压力面试）（压力面试）A Stress Interview is a special type of A Stress Interview is a special type of selection interview in which the appliselection interview in which the applicant is made uncomfortable by a sericant is made uncomfortable by a series of sometime rude or unexpected qes of sometime rude or unexpected questions so as to test and identify the uestions so as to test and identify the applicants’ with reaction ability, strapplicants’ with reaction ability, stress of tolerance, feelingess of tolerance, feeling －－ control abcontrol ability. ility.

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BEHAVIORAL INTERVIEW BEHAVIORAL INTERVIEW （行为面试）（行为面试） In a behavioral interview a situation iIn a behavioral interview a situation i

s described and interviewees are asks described and interviewees are asked how they have behaved in the past ed how they have behaved in the past in such a situation so as to judge and in such a situation so as to judge and predict their future performance. predict their future performance.

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Content of Interview(Content of Interview( 面试内容面试内容 )) Appearance & Attainments (Appearance & Attainments ( 仪表与修仪表与修养养 )of candidates)of candidates

Working experienceWorking experience ，， knowledge anknowledge and ability of candidates d ability of candidates

Motives(Motives( 动机动机 ) ) Interpersonal &communication skillInterpersonal &communication skill Analyzing & judging abilitiesAnalyzing & judging abilities

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6.Reference Checks 6.Reference Checks （背景调查）（背景调查） 7.Physical Examinations 7.Physical Examinations （体检）（体检）

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一份好的简历应包括哪些内容一份好的简历应包括哪些内容

自然情况（姓名、性别、出生年月日、出生地自然情况（姓名、性别、出生年月日、出生地点、身高、体重、健康状况）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、任职时它技能、原工作单位名称、曾任职务、任职时间）间）

主要业绩和获奖情况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）机、会计证、驾驶证）联络方式联络方式推荐信复印件推荐信复印件

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学生去面试时应注意哪些问题学生去面试时应注意哪些问题

一、了解熟悉应聘企业的基本情况（规模、产品、人数、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）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）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，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，身体语言不要太六、回答问题过程中保持适度的微笑，身体语言不要太

大大七、尽可能多经历一些面试，积累面试经验七、尽可能多经历一些面试，积累面试经验

1 CHAPTER 5: RECRUITMENT& SELECTION ( 第五章招募与甄选 ).

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Transcript of 1 CHAPTER 5: RECRUITMENT& SELECTION ( 第五章招募与甄选 ).