招聘程序文件英文版

时间:2024.3.19

Recruitment and On-board Process

1. Purpose

1.1 The purpose of this document is to describe the process for recruiting and new employee

on-board, to attract excellent talent, utilize employee potential and capabilities, and utilize power of the team to improve the company’s competitiveness in the market.

2. Scope

These provisions shall apply to all company employees.

3. Responsibilities

3.1 Human Resource Department: review and approve recruiting requests, conduct

recruiting, initial interview of candidates, interview evaluation, prepare employment offer, handle new employee on-board procedure.

3.2 General Manager: review and approve the recruiting requests, participate in last

interviews for management positions, interview evaluation, decide on final candidates.

3.3 Department Managers: raise the recruiting request, interview candidates for their

requested posts as well as the posted in related departments; interview assessment, decide on final candidates and submit to General Manager.

4. Procedure

4.1 Recruiting Principles

4.2.1 The company adopts the principles of open recruitment, fair competition and merit-

based hiring;

4.2.2 Priority to be given to internal recruitment. The aim is to provide promotion and

development opportunities for the internal employees who have outstanding

performance and great potential. When there are no qualified resources within the company, HR recruits externally;

4.2.3 Equal career opportunity is given to all candidates regardless of their nationality, race,

gender, age and religion.

4.2 Recruiting Channel

4.2.1 Internal recruitment: Open internal recruitment is to provide promotion and

development opportunities for employees. Employees could compete for the position available if they meet the standards of job descriptions, but the interview and

evaluation are necessity.

4.2.2 External Recruitment: Internet website job posting, campus hiring, talent fair ad in

newspaper, headhunting and internal referral.

4.3 Recruiting Process

4.3.1 The requesting department completes Manpower Request Form; In case of new

position, the requesting department shall provide the corresponding Job Description.

4.3.2 HR starts recruiting once the Manpower Request Form is approved by HR Manager and

the General Manager.

4.3.3 HR conducts the preliminary resume screening from candidates and sends them to

requesting department manager to decide the candidates for interview.

4.3.4 HR is responsible for arranging interview schedule. Interviewers complete Interview

Assessment Form to conduct the assessment for the interviewees.

4.3.5 If necessary, HR shall perform background surveys for the candidates who pass the

final interview. Candidates without background problems can join company.

4.3.6 After the interview, HR would collect the feedbacks and then confirm the candidates’

salary package, submit to GM for approval.

4.3.7 HR shall notify the selected candidate via phone or email including Offer Letter and On-

board Documents for New Employee. The candidate shall confirm and reply our offer letter within three days.

4.4 New Employee On-Board Process

4.4.1 Prior to New employee On-Board: HR calls the employee one week prior to the on-

board date to confirm the final on-board date, then notifies the relevant department to make the following preparations:

--- Departmental manager shall confirm seat, working tools.

--- IT Department shall prepare computer, telephone, email box.

--- Administration Department shall prepare table, chair, office supplies, calendar, telephone list and working clothes.

HR will confirm the preparations mentioned above one day before onboard date.

4.4.2 After the new employee is on-board, the new employee is requested to provide

certificates and documents specified in On-board Documents for New Employee to HR. HR will handle the employment or transfer procedure for new employee. Update the employee roster. HR shall sign the labor contract and the Non-disclosure Agreement (NDA) with the new employee and the NDA shall be signed on the on-aboard day.

4.4.3 New employee orientation training refers to SOP-HR-02

4.4.4 New employee probation is six months. Probation performance evaluation shall be

conducted according to New Employee Probation Evaluation Form. The employee passing the probation evaluation shall be regular employee.

4.5 The flow chart of recruitment

招聘程序文件英文版

5. Supporting Documents

Manpower Request Form

Interview Assessment Form

Job Description

Offer Letter

On-board Documents for New Employee New Employee Probation Evaluation Form


第二篇:招聘管理程序文件


招聘管理程序文件

1.0目的

为了规范企业招聘行为,确保公司招聘工作正常开展,满足公司发展人才需求,特制定本制度。

2.0范围

本规定适用于公司所有人员。

3.0权责单位

3.1人事行政部负责本制度制定、修改、废止的起草工作;

3.2总办负责本制度制定、修改、废止的核准;

3.3人事行政部为本制度的管理单位。

4.0作业程序

4.1提交用人申请

4.1.1用人部门依据岗位编制、岗位空缺提交《人力需求申请表》,申请人必须为部门主管级以上人员

4.1.2直接人力由PMC总监签署意见,间接人力由总经理批准

4.1.3部门文员将经过审核批准的《人力需求申请表》递交给人事行政部招聘专员

4.1.4审核不完整的《人力需求申请表》以及口头的人力需求申请视为无效,不产生招聘需求

4.2发布招聘信息

4.2.1招聘专员根据《人力需求申请表》确定合适的招聘渠道发布公司招聘信息

4.2.2招聘渠道主要有网络招聘、现场招聘、员工介绍、内部竞聘

4.3初试

4.3.1招聘专员收取的简历进行筛选,对合格的求职者通过电话/邮件邀约面试(重要岗位可以将合格简历转交用人部门再次审核再确定是否需要邀约面试)

4.3.2招聘专员负责求职者的初试,主要审核证件、工作经验、职业发展方向、企业文化匹配度等

4.3.3初试合格者招聘专员联系用人部门安排复试

4.4复试

4.4.1用人部门面试官负责求职者的复试,主要审核专业知识、专业技能、岗位匹配性、团队适应性等

4.4.2用人部门面试官确认录用/不录用,并提出建议薪资

4.4.3经理级别以上岗位需部门总监复试

4.4.4用人部门面试官在复试结束后将复试结果告知招聘专员并面试单转交:一线转交前台文员,非一线转交招聘专员

4.5录用/入职

4.5.1一线求职者通过用人部门复试后即可决定录用并由前台文员协助发放录用通知单,告知入职需提供的资料等

4.5.2非一线求职者复试通过后,招聘专员负责对该求职者进行背景调查,背景调查无问题者走签单流程,入职资料签字全部完成后电话/邮件通知录用邀约办理入职

4.6招聘流程图

5.0附则

5.1招聘回避规定

5.1.1人事行政部在招聘过程中,应严格按照招聘职位的要求进行招聘工作;

5.1.2公司主管级(含)以上人员不得推荐亲属(法律直系三代以内)进入本部门以及有直接业务关联部门工作;

5.1.3应聘者在填写《应聘人员信息登记表》时必须填写清楚在公司是否有亲属,如有隐瞒,一经发现,立刻开除;

5.1.4对于被推荐人的面试,由人事行政部和用人部门共同面试确定,与被推荐人员推荐人或有关系的面试官需回避。

5.2背景调查

参考《背景调查管理程序文件》

5.3附件

《人力需求申请表》

《应聘人员信息登记表》

《员工面试及薪资审批表》

《面试评议表》

《介绍担保书》

                                                                                   

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