[经管营销]员工选聘.ppt

* llj * 请分析 整个招聘与录用过程有何问题? 你如果是人力资源主管你如何操作? * 产出率：从招募和甄选中一个阶段成功进入下一个阶段的比率。 * 事业与职业 * 创新 * 内部：能获得公司了解的员工；员工预期合理。 * 人力资源保持持续联系 * 州就业办公室人力资源数据库，企业雇佣这些领社会福利人会享受免税待遇。 私营：1/3-1/2 * KEY MESSAGE: The vision: Microsoft wants to hire smart, hardworking people with passion for new technology/products and good communication skills. SLIDE SCRIPTS: Setting up a goal is very important for a successful hiring process. This is the key to make sure that everyone involved in the hiring process have a common goal to make consistent decisions and use consistent standards. This applies to all divisions including product team, support team, or other job families. The summarized goals are: Smart (Intellectual horsepower) – people who learn fast, sharp, good memory, and creative Diligent and Teamwork – people who work hard and communicates/negotiates (mediates) sound solution in business; people who are flexible. Job function skills – people who are experienced/specialized in job functions (coding, designing, etc) Passion for Technology and Product – people who loves is proud of what he does and seeks out challenges of creating great products. Hiring for company, rather than for a particular job. SLIDE TRANSITION: With the goals in mind, we will look at some details in Microsoft Interview process and how are these goals enforced in the interview process. * KEY MESSAGE: special about MS hiring SLIDE SCRIPTS: Focus on competency more than experience (such as number of years working experience). I will explain the competencies later on. Very formalized and strict hiring process. No exceptions including internal transfer. Very few candidates pass resume scanning/informal interview/interview process. We would rather leave the position open than hiring someone that is not fully qualified. Invest in interns to make them good candidates for full time when they graduate (why? Because trainable interns are “white papers” and you can draw your own pictures from scratch.). Performance a