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【人事考试教育网-人力资源考试】1、人力资源管理师在经过总部批准的年度招聘计划的指导下，按时进行计划内的人员招聘工作。2、人员的离职或因其它原因出现职位空缺，由相关团队的负责人提前提出，并拟定岗位职责和资格条件。由人力资源管理师执行并告之总部执行人员补充的工作。3、拟定招聘广告。由所聘岗位的团队负责人编写招聘广告，经人力资源管理师审核。4、批准。招聘计划报批后，将最终确定的招聘广告发布并备案。5、评估现有招聘渠道的有效性，根据岗位的要求发布相关媒体。6、人力资源管理师人员负责发掘新的免费的招聘广告发布渠道。6、将招聘信息挂在机构的网站。7、发布期随时监控招聘进展，回顾渠道是否合适。8、收到应聘者的各项资料，即进行初步审核，审阅其学历、经验是否符合所需，并初步淘汰资格不合者，之后将材料转交用人部门进一步审核，通过书面材料淘汰一部分不合格的应聘者。9、根据需要对应聘者进行电话面试并做相关的记录，再淘汰一部分应聘者。10、组织面试小组成员。11、对应聘者进行笔试筛选及第一轮面试。12、如外地应聘者，第一轮面试可通过电话完成。11、安排候选人的行程及后勤工作，进行第二轮的面试。12、通知被录用的应聘者。13、与用人团队的负责人共同确定新员工基本的薪资。14、对被淘汰的应聘者寄发婉拒信。15、通知新聘员工入职，与之签订聘用合同。16、将其他优良人选资料保存在人力资源库。该文章转载自无忧考网：Identifyingthevacancy:Therecruitmentprocessbeginswiththehumanresourcedepartmentreceivingrequisitionsforrecruitmentfromanydepartmentofthecompany.Thesecontain:•Poststobefilled•Numberofpersons•Dutiestobeperformed•QualificationsrequiredPreparingthejobdescriptionandpersonspecification.Locatinganddevelopingthesourcesofrequirednumberandtypeofemployees(Advertisingetc).Short-listingandidentifyingtheprospectiveemployeewithrequiredcharacteristics.Arrangingtheinterviewswiththeselectedcandidates.Conductingtheinterviewanddecisionmaking1.Identifyvacancy2.Preparejobdescriptionandpersonspecification3.Advertisingthevacancy4.Managingtheresponse5.Short-listing6.Arrangeinterviews7.ConductinginterviewanddecisionmakingTherecruitmentprocessisimmediatelyfollowedbytheselectionprocessi.e.thefinalinterviewsandthedecisionmaking,conveyingthedecisionandtheappointmentformalities.Themainstagesareidentifiedinthebelowflowchart–IdentifyVacancy¯PrepareJobDescriptionandpersonSpecification¯Advertise¯ManagingtheResponse¯Short-listing¯References¯ArrangeInterviews¯ConductTheInterview¯DecisionMaking¯ConveyTheDecision¯AppointmentActionIsthiswhatyouwantedorelsebepreciseinyourquery,ifreply'sareneededimmediatelyorurgently.RegardsSapanaHiring&RecruitingHiring&RecruitingFindSalesResumesFindSalesResumesArticlesArticlesPostYourSalesJobPostYourSalesJobAdvancedEducationAdvancedEducationYourJobSearchYourJobSearchFindSalesJobsFindSalesJobsSubmitYourResumeSubmitYourResumeCareerAssessmentsCareerAssessmentsArticlesArticlesResumeRewriteResumeRewriteGetADegreeGetADegreeAzSalesProsAzSalesProsSeminars&SalesTrainingSeminars&SalesTrainingBooks/Magazines/NewpapersBooks/Magazines/NewpapersEmployeeAssessmentsEmployeeAssessmentsFreeNewsletterFreeNewsletterSalesDiscussionGroupSalesDiscussionGroupEducationResourcesEducationResourcesHomeEmployerJobSeekerCompanyInfoSalesResourcesRecruitmentAdvertisingCopyright�2000-2003byCharlieCourtoisJoinourfreemonthlynewsletterforcuttingedgenewsonhiring,interviewing,andemployeeretentionSubscribeReadCurrentissueWeValueYourPrivacy!WewillNOTdiscloseyouremailtoanythirdparty!(FeaturedinCyberHireWire)Somewherebetween$10and$12billiondollarsisspentannuallyonhelpwantedintheUS.TheWallStreetJournalaloneearnsmorethan$300millionayearfromthistypeofadvertising(afullpageintheJournal'sclassifiedsectionexceeds$100,000!).Isiteffective?AstheVictorianparsonreplied,whenaskedbythebishopwhethertheplovereggsweretasty,wellmyLord,theyareexceedinglygoodinparts,sowecanconcludethatrecruitmentadvertisingsometimesworks.Therealquestionshouldbeofcourse,justhowwell?Toanswerthatquestion,weneedtoexaminethecaseofamid-westernpackaged-goodscompanywhoislookingforanewDirectorofSales.Theydecidetoplaceanadvertisementinthelargestregionalnewspaperandsitbackforapplicantstorollin.Whataretheirchancesofsuccess?Well,firstly,itwilldependonhowmanyqualifiedcandidatesactuallyexistinthecatchment-areacoveredbythenewspaper.Secondly,howmanyofthoseactuallyreadtheadvertisement.Thirdly,howmanyofthosewhoarequalifiedandreadtheadvertisement,arepositivelyinterestedintheposition.Fourthly,ofthosewhoarequalified,readtheadvertisementandarepositivelyinterested,actuallysitdownandrespondtotheadvertisement.And,soitgoeson!Thereisabuilt-inprocessofeliminationoverwhichtheadvertiserhasnocontrolwhatsoever,(knownasthenegativeeliminationfactor)that,step-by-step,reducestheadvertisementseffectiveness.But,letusgotoapointwhere,atleastsomequalifiedcandidateshaveapplied.Thisnumberrepresentstheabsolutetotaloftheavailablecandidatesfromwhichthecompanyisabletoselectthebestperson.Letusalsosupposethatthecompanyproceedstowardsapositiveconclusion(theintentionbeingtoappointthebestapplicant),itwouldseemtobeareasonableassumptionthatthecandidateselectedisthebestofthebunch.Asuccessfulhiringmustequalaneffectivehiringprocess,sotheadvertisingcanbeadjudgedefficient.Butisit?Let'sgobacktothestartagainandexaminethecompany'sneeds.Youcanbesurethattheadvertisementwaxedpoeticallyaboutthepositionspotential;itsopportunities,challengesandrewards.AsDr.Johnsononcesaid,thesoulofanad