某公司招聘流程_RECRUITMENTPROCESS_精華_英文

1、B6016 Managing Business OperationsProcess Review of the Recruitment Process of a Government Agency 27 August 2009SAM AMMM2，、Introduction - Government Agency *ArDemographics Number of Staff - 1200 Annual T urnover - 11% In FY0& tAere were 313 new hires More than 85% degree holdersIndustry InfoCom

2、ms industry HR (Recrulment) departmentIssues Increasing competitiveness in recoitment with economy recovery Spike in vacancies due to incoming projects Annual tumove門s expected to be around 11% of total stallChallenges Due to major projects in FY09, Agency A expects a spice in recruitment/ma npower

3、needs1. Management expects 30 new recruits per month.2. Management expects the recruitment of new hires to be within 45 days. Is this possible?3. Management would like to review the recruitment process for inefficiencies.4. Are there areas where the process can be optimised?warn As-ls Recruitment Pr

4、ocessEndTxnd tecruitment a setection process in Agency ARecruitment Process (Hinng Decision)DetailedRecruhmwn MansQar (AM)Process AnalysisVacancy ActivationSelection Process 4 Mt-Successful SelectionAnalysis - Recruitment Manager (RM) is the constraint1-M4te-r< 0A3 s tMicnCCfTpwM cvWYO k«r4

5、awSoM ccl wcKHIjr CAWM，UCl <(<>< Yu«c4MI>woiWMMSadi<«0 3*» <fcm k> 5X7WQ8MM;$6Observations:.CWT61 procew >$ Qe to meet recnivnent demands or 20 caMda:es per rronth The RM has ne lowest capac<y cf ai resources Cuaeat ThroiQhput ts - 60 days (beyond 45 day

6、target) io successtully select and hire a new cand dateAgency A Recruits 30 hires/mth Option 1-Allocate Tasks from RM to REX* ,八.mi004u9M32*I90l4t04CK3*04.，3OptionrioAtRegrUite (36 咫儂他 hB09ac» »M2 ff*B4X14wIMf，VWtw«rtOMOption 2-On top of Option 1 ,RE conducts one 1u-round interview 1

7、- Achieve management s target of 30 new rocruits per month.2. IdenJfied areas of Inefficiencies in the recruitment flow.3. Provided alternatives !o optimise the recruitment process.d OptionsConsiderations for Agency AConsiderations Option A provides scope Io build capabilities in the RE In the short

8、 term, Option B is no! recommended as a strategically viable option In the long怡 rm, RE may be trained to gain experience and undertake interviews in place ol RM for junior-level positions Improve personal effectiveness Administrative staff may be hired to support RE s portfolio so more time dedicat

9、ed to recruilmenl activities (from current 40%) Unavoidable constraints appear to be: Socurltycloarance chocks (10 days); and Mandatory notice period (-30 days) by cdnd»da!oOther Considerations: Streamline Hiring Process by 2 weeks Streamline interview process (reducing it by 1 week) RE arrange

10、s 1V round interviews for all candidates on the same day SlmuRane-jusly blocks schedules 0 DH and AM after 1 st interviewcandclate$ Business offers to reduce employee s notice period (i.e. 1 week) Offset note© penod using candidate s earned leave Company pays for outstanding notice period (te c

11、nticaJ positions) Other Considerations: Optimise the Recruitment Team Integrate roles of RM and RE: Reduces total number of resource Increases capacity Reduces operating expenses & variable costs (i.e. salary)I0 80vevMM8哪umAV2c(K)940192MOCX 00OHc0%PCKWKWThank You1 uestions?Other Considerations:

12、Strengthen Operational Efficiency Invest in IT systems to enhance recruitment process Autcxnate Interview-scheduling process Prioritise Security Rooort for candidates who have worked for Agency Aappiy the report can do rotnovod)30 mins) by using other assessmenl tools: Imtray excretes SimuQrton scenarios Outsourc