1、.：.；【人事考試教育網 - 人力資源考試】1、人力資源管理師在經過總部同意的年度招聘方案的指點下，按時進展方案內的人員招聘任務。2、人員的離任或因其它緣由出現職位空缺，由相關團隊的擔任人提早提出，并擬定崗位職責和資歷條件。由人力資源管理師執(zhí)行并告之總部執(zhí)行人員補充的任務。3、擬定招聘廣告。由所聘崗位的團隊擔任人編寫招聘廣告，經人力資源管理師審核。4、同意。招聘方案報批后，將最終確定的招聘廣揭露布并備案。5、評價現有招聘渠道的有效性，根據崗位的要求發(fā)布相關媒體。6、人力資源管理師人員擔任開掘新的免費的招聘廣揭露布渠道。6、將招聘信息掛在機構的網站。 7、發(fā)布期隨時監(jiān)控招聘進展，回想渠道能否適宜

2、。8、收到應聘者的各項資料，即進展初步審核，審閱其學歷、閱歷能否符合所需，并初步淘汰資歷不合者，之后將資料轉交用人部門進一步審核，經過書面資料淘汰一部分不合格的應聘者。9、根據需求對應聘者進展面試并做相關的記錄，再淘汰一部分應聘者。10、組織面試小組成員。11、對應聘者進展筆試挑選及第一輪面試。12、如外地應聘者，第一輪面試可經過完成。11、安排候選人的行程及后勤任務，進展第二輪的面試。12、通知被錄用的應聘者。 13、與用人團隊的擔任人共同確定新員工根本的薪資。14、對被淘汰的應聘者寄發(fā)婉拒信。15、通知新聘員工入職，與之簽署聘用合同。16、將其他優(yōu)良人選資料保管在人力資源庫。該文章轉載自無

3、憂考網： HYPERLINK 51 51The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sou

4、rcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of

5、the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications requiredPreparing the job description and person specification.Locating and developing the sources of required number and type of employees (Advertising etc).Short-listing and identifying the prosp

6、ective employee with required characteristics.Arranging the interviews with the selected candidates.Conducting the interview and decision making Identify vacancyPrepare job description and person specificationAdvertising the vacancyManaging the responseShort-listingArrange interviewsConducting inter

7、view and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. The main stages are identified in the below flow chart Identify VacancyPrepare Job Description

8、and person SpecificationAdvertiseManaging the ResponseShort-listingReferencesArrange InterviewsConduct The InterviewDecision MakingConvey The DecisionAppointment ActionIs this what you wanted or else be precise in your query, if replys are needed immediately or urgently.RegardsSapanaHiring&Recruitin

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11、html Home HYPERLINK recruit2hire/recruit-adv.html l # Employer HYPERLINK recruit2hire/recruit-adv.html l # Job Seeker HYPERLINK recruit2hire/about.html Company Info HYPERLINK recruit2hire/recruit-adv.html l # Sales ResourcesRecruitment AdvertisingCopyright 2000-2003 by Charlie CourtoisJoin our free

12、monthly newsletterfor cutting edge news on hiring, interviewing, and employee retention 窗體頂端 HYPERLINK recruit2hire/newsletter/recruit2hire-tidbits.html Read Current issue We Value Your Privacy! We will NOT disclose your to any third party! 窗體底端窗體底端(Featured in Cyber Hire Wire) Somewhere between $10

13、 and $12 billion dollars is spent annually on help wanted in the US. The Wall Street Journal alone earns more than $300 million a year from this type of advertising (a full page in the Journals classified section exceeds $100,000!). Is it effective? As the Victorian parson replied, when asked by the

14、 bishop whether the plover eggs were tasty, well my Lord, they are exceedingly good in parts, so we can conclude that recruitment advertising sometimes works. The real question should be of course, just how well? To answer that question, we need to examine the case of a mid-western packaged-goods co

15、mpany who is looking for a new Director of Sales. They decide to place an advertisement in the largest regional newspaper and sit back for applicants to roll in. What are their chances of success? Well, firstly, it will depend on how many qualified candidates actually exist in the catchment-area cov

16、ered by the newspaper. Secondly, how many of those actually read the advertisement. Thirdly, how many of those who are qualified and read the advertisement, are positively interested in the position. Fourthly, of those who are qualified, read the advertisement and are positively interested, actually

17、 sit down and respond to the advertisement.And, so it goes on! There is a built-in process of elimination over which the advertiser has no control whatsoever, (known as the negative elimination factor) that, step-by-step, reduces the advertisements effectiveness. But, let us go to a point where, at

18、least some qualified candidates have applied. This number represents the absolute total of the available candidates from which the company is able to select the best person. Let us also suppose that the company proceeds towards a positive conclusion (the intention being to appoint the best applicant

19、), it would seem to be a reasonable assumption that the candidate selected is the best of the bunch. A successful hiring must equal an effective hiring process, so the advertising can be adjudged efficient. But is it? Lets go back to the start again and examine the companys needs. You can be sure th

20、at the advertisement waxed poetically about the positions potential; its opportunities, challenges and rewards. As Dr. Johnson once said, the soul of an advertisement is promise, large promise. We can safely assume that the opening is described as an outstanding one, worthy of the interest of the be

21、st caliber of talent around. However, the odds favoring the advertisement attracting the most qualified candidates have to be poor indeed, as there are so many factors working against the advertiser, the most important being on target. The busy and mobile (recruitable) Sales Directors (the people wh

22、o should be the advertisers prime targets) rarely have time to read the thousands of advertisements appearing daily in newspapers and magazines. And what if they dont live in the catchment-area? Talk about a seed falling on stony ground! Obviously you can advertise nationally (for much much more mon

23、ey!) but even then you still have only a one-time-shot at getting their attention. There is little doubt that recruitment advertising does attract considerable response, more often than not, too much. Sadly, for the advertiser, the quality is suspect and the best of the bunch is not the same as the

24、pick of the crop! We are sure you have all heard about the person who went to Las Vegas and beat the system, but never talks about the other times when he didnt. Advertise if you must, but dont expect a shotgun to respond like a rifle! * * * HYPERLINK Mailto:charliexukor?subject=Your-Article-at-Recruit2hire charliexukor For no-cost, no obligation information on how we can help save you time and frustration in the re