A.

Scope of Recruitment

The University will recruit from both within and outside its work force to obtain qualified applicants. Outreach efforts
will be made to insure that the recruitment process facilitates good faith efforts toward attainment of affirmative
action goals and objectives as set forth in University affirmative action plans.

To support career progress of qualified internal candidates, internal recruitment may be utilized so long as it is
consistent with equal employment and affirmative action objectives and results in a diverse pool of applicants

Recruitment process

1. Objectives of recruitment process

The recruitment process has the following objectives:

• To ensure that the recruitment is as per the company expectations. (e.g time, skills, etc.,)

• To attract sufficient applications from potential candidates with the required skills, qualities, experience, and
competencies deemed as being necessary to the job.

• To develop and maintain processes which will assist in ensuring the appointment of the most suitable candidate.

2. Recruitment Process

2.1. Getting Recruitment Request

Need to hire a resource can be due to any of the following instances:

• Non-availability of existing resource to fulfill a new requirement.

• Replace an existing resource

• Vacancy created due to the resignation of a existing resource

• Recruitment as backup resource

•Other reasons as deemed fit by the CEO and Senior Management

A recruitment request has the job specifications detailing the job title, mandatory skills, desired skills,
responsibilities, location, start date, and approximate end date of the assignment.

2.2. Make recruitment plan

Based on recruitment requests, HR dept make recruitment plan and send to Director for approval

Recruitment plan, including the:

• Number of employees need to recruit.

• Job descriptions.

• Recruitment Sources.

• Checking Plan for candidates.

• Budget of recruitment …

2.3 Researching of workforce market

HR dept need to regularly study the labor market to determine the recruitment channels appropriate to each
audience.

The following factors need to be considered when studying the labor market

• Ability to provide.

• Time to provide fast or slow.

• Cost.

• Suitable audiences.

Based on the requirements of recruitment, HR should propose suitable channels.

2.4 Contact recruitment agencies

Based on the channel recruitment approved, HR dept conduct to contact recruitment channels to:

• Determining costs.

• Determining when recruitment ads are posted.

• Conducting procedures with recruitment agents such as contracts and payment.

2.5 Issue recruitment ads

HR dept should:

• Design recruitment ads.

• In some cases, it must be sent to director for approval.

• Post information to recruiting agents or post to free recruitment channels.

• HR manger should check the information which was posted to ensure conformity with the requirements set out.

2.6 Take care of candidates

Candidates often call or email to inquire information of recruitment, and HR dept need to build up information
channels to answer the requirements of candidates.

2.7 Receiving CVs from candidates

After receiving CVs, HR dept perform the next step in the process of selecting candidates.

Related documents

• Recruitment request form

• Recruitment plan

• Recruitment advertising

• Recruitment methods / channels

• Application form

SELECTION PROCESS

Selection process include steps from receiving CVs from candidates to interview.
• Before selection process is recruitment process.

• After selection process is hiring process.

Steps of selection process include:

1. Get CVs from candidates

• Resumes are obtained from a variety of sources that include extensive database of company, internet job boards,
job fairs, employee referrals, and direct recruitment…

• All applicants are invited to either e-mail or telephone for finishing application form.

2. Pre-check CVs and make short-list candidates

• After receiving CVs, HR dept check records of candidates by the standards of the company.

• Potential applicants are screened via telephone, in order to confirm their relevant skills, experience, and
availability.

• After testing is complete, HR dept make a list of potential candidates to prepare for the test below.

• For some key positions, you can a survey to related people of candidate about candidate’s background.

• Unqualified CVs should be kept carefully for the next recruitment.

3. Written Exams

The forms of examination can be:

• English.

• Computer and internet.

• Professional knowledge and skills.

For the candidates who have to make test, HR dept associate with line managers build system of questions then
moved to director for approval.

Pursuant to bank of questions, recruitment staff conducted written exams.

4. Interviews

• Interviews are normally conducted by a panel which will include the line manager, an HR Representative and
perhaps more senior members of the Department or Faculty.

• In some cases, there may be second or even third interviews. Some interviews may need to be conducted by
telephone.

• The interviews include interviews of personnel manager with department heads and interviewed by the director.

• Before each interview, the company must call or send invitation letter to candidates.

5. Hiring decision

• After the interview is finished, HR dept perform the next step is the hiring process.

• HR dept should send letter of notice to candidates who does not meet the requirements.