Recruitment Process Design For Changchun Changhai Auto Lighting Ltd

Knowledge-based economy times, human resources are the first resource of the age, and are the key strategic resource for companies survive and development; whether you could hire and maintain good and suitable employees are the key element for companies rises and falls. Thus it can be seen that recruitment is a basic but important job for human resources'management and development, and it is crucial for companies'human resources form, management and development. Based on the basic theory of human resources management, this article analyses Changchun Changhai Automotive Lighting Ltd.'s current recruitment problems and reasons, sets forth the meaning of designing a new recruitment procedure, and researches thoroughly about how to establish a effective employees recruitment system.The article first introduces the first-phase recruitment preparation, i.e. a clear recruitment target. And the article introduces human resources planning, job descriptions, personnel demand analysis and annual recruitment plan making and recruitment procedure design in four parts.Human resources planning is a process, according to companies development strategy requirements, to predict human resources demand so as to realize companies'targets, to analyze and make an overall arrangement for companies'human resources, and to make a systemic arrangement for a possible channel of human resources in and out. Human resources planning views from the angle of preparing human resources in advance for companies future production and operation activities, and guide human resources management activities. The article systemically sets forth the human resources planning from eight aspects.Positions analysis is the function of modern human resources management, i.e. it is the base and premise of human resources obtain, reorganization, preservation and motivation, control and adjustment, development; the effective human resources management could be carried out and the target of hiring excellent staff could be realized only when good positions analysis and design could be done. The article introduces the effect, the procedure, the content and the job descriptions edit of positions analysis specifically.The article analyses analysis elements that affects staff requirements, and puts forward solutions, and successfully predicts company's staff requirement. The article completes the recruitment requirement procedure and the design of the recruitment procedure, meanwhile, works out recruitment principles, recruitment responsibilities divisions and make recruitment plans.The article sets forth all kinds of tasks during recruitment implement as a focus.In resumes selection, one should give importance to both abilities and academic backgrounds, but should not hunt for high backgrounds blindly. The article introduces the key points to Human Resources department and employing departments, and both aspects'special emphasis when select resumes.A written test is common and basic. Applicants'basic knowledge, professional knowledge, management knowledge, comprehensive analysis and expression abilities, and other abilities could be measured through a written test. The advantages of written tests are that applicants'knowledge, skills and abilities could be measured through certain amount of tests in certain scales, and could evaluate in large scale with less time, but in high efficiency and more economical, and the evaluation could be more objective, meanwhile, could save applicants'authentic materials. The article sets forth written tests from two aspects—standard written tests and structural written tests.Interviews are an effective test technique that through interviewer and interviewees'talks or set interviewees in certain circumstances to observe and know interviewees'experience, personalities, abilities and application motivations and other situation., so as to complete the evaluation that applicants'possibilities of being suitable for positions and development potential. Interviews are the most common test method that is applied to human resources recruitment function. In order to make the company's interviews process more procedural and standardization, Human Resources Department makes interviews further specified, from one side the interviewers have rules to follow, and have more clear responsibilities; form the other side, to give a better image to the applicants, so as to have the applicants have more passion to the company. Human Resources Department designs Interview Registration Form, Interview Evaluation Form according to STAR module, so as to be more objective to score interviewees. At same time, HR department designs the Interview Questions List on the basic of the job description, most of the questions during the interview process will mainly focus on the job responsibilities, job qualifications as well as personnel education background. During the interview phase, the interviewer forward behavioral questions that based on testing the key competencies in 60% of the interview time. If haven't enough preparing before the interview, some of questions from the interviewer may only come from the resume of candidates and those questions will be helpless for the evaluation. The interviewer decides if the candidates meet the position requirement on the basic of the interview questions therefore how to ask the questions to the interviewees is the important topics. The behavioral questions should reflect STAR principle. Through interviewees'past behaviors to explore positions required competencies'qualification, during interviews, interviewers will, through asking questions, learn applicants whether meet the requirements of positions, and the article introduces interviewers inquiry techniques from non-effective questions and effective questions.The purpose of background investigations is to require applicants'information more thoroughly and actual. There are several links need to be mastered when doing background investigations: one, when to do investigations; two, investigation content design; three, how to do investigations. Background investigations should be done after interviews but before them go on board, during this period, most of the unqualified candidates have been eliminated, for eliminated candidates there is no sense to do background investigations. Background investigation should be concise and practical. After candidates pass interviews, the company will sign contracts with them and issue new employee announcement according to new published labor contract law's relevant requirements.At last, the article evaluates recruitment effects. The article does the evaluation from natures and amounts. Human Resources Department designs a series of forms to collect data of recruitments efficiency, employing departments'and new employees'satisfaction degree to recruitments work, and through comparison and analysis to analyze recruitment effect, and the analysis results could find support to effective recruitment channels. In order to make recruitment evaluations more persuasive, the article also does quantitative analysis through cost benefit and employed employees'evaluations.As the company's strategic partner, Human Resources Department always explores how to improve human resources recruitment and selection, and find the human resources strategy and recruitment methods that are most suitable for the company. The current recruitment procedure the company uses is according to the company's current situation, draws other companies successful experience, and combine the company's local human resources actual situation, culture and local citizens ways of thinking, design effective methods, in the past recruitment practice, play an important role for the company's development, high quality talents'selection and maintain.