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本书围绕“招、选、聘”这条主线，系统、全面地阐述了招聘工作，包括招聘概述和招聘前的基础性工作，“招、选、聘”工作的开展，人员招聘评估以及招聘的实践操作四大部分，既有理论阐述又有实践操作。每章开篇设置了引导案例、学习目标和学习导航，章尾安排了自测题，便于学习和巩固。各章节中设置了相关链接、案例等栏目，还增设了二维码以拓展知识和创新学习方式。另外，本书提供了电子课件和课后自测题参考答案等教辅资料，以便课后学习。本书既可作为高校人力资源管理专业本科层次或工商管理类专业本科层次的教材使用，也可供社会各界从事人力资源管理工作的人员参考阅读。

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ISBN：9787121357282

开本：16开

页数：244

字数：370.0

本书目录

第1 章 招聘概述 ··················································································· 1
1.1 招聘的含义和作用 ······································································ 2
1.1.1 招聘的含义 ······································································· 3
1.1.2 招聘的作用 ······································································· 4
1.2 招聘的历史沿革与发展趋势 ·························································· 6
1.2.1 招聘的历史沿革 ································································· 6
1.2.2 招聘的发展趋势 ································································· 6
1.3 招聘的目的、原则与流程 ····························································· 8
1.3.1 招聘的目的 ······································································· 8
1.3.2 招聘的基本原则 ································································· 9
1.3.3 招聘的一般流程 ······························································· 11
1.4 招聘的影响因素分析 ································································· 13
1.4.1 企业内部因素 ·································································· 14
1.4.2 企业外部因素 ·································································· 16
1.4.3 求职者的个人因素 ···························································· 19
自测题 ·························································································· 20
第2 章 招聘前的基础性工作 ·································································· 23
2.1 人力资源规划 ·········································································· 24
2.1.1 人力资源规划概述 ···························································· 25
2.1.2 人力资源规划的内容与主体 ················································ 27
2.1.3 人力资源规划的原则和流程 ················································ 30
2.2 工作分析 ················································································ 32
2.2.1 工作分析的含义及作用 ······················································ 32
2.2.2 工作分析的内容 ······························································· 35
2.2.3 工作分析的程序与方法 ······················································ 37
2.2.4 工作分析结果的应用 ························································· 40
???人员招聘与甄选（第3 版）
X
2.3 招聘计划制订 ·········································································· 42
2.3.1 招聘需求分析 ·································································· 42
2.3.2 估算招聘时间与成本 ························································· 42
2.3.3 确定招聘人员 ·································································· 43
自测题 ·························································································· 44
第3 章 人员招募 ················································································· 46
3.1 人员招募概述 ·········································································· 47
3.1.1 人员招募的含义和作用 ······················································ 47
3.1.2 人员招募的程序 ······························································· 47
3.2 招聘渠道 ················································································ 50
3.2.1 内部招聘 ········································································ 50
3.2.2 外部招聘 ········································································ 52
3.3 招聘渠道的比较与选择 ······························································ 57
3.3.1 招聘渠道的比较 ······························································· 57
3.3.2 招聘渠道的选择 ······························································· 60
3.4 招聘广告的设计 ······································································· 61
3.4.1 招聘广告的内容 ······························································· 61
3.4.2 招聘广告的设计原则 ························································· 63
3.4.3 招聘广告案例分析 ···························································· 65
自测题 ·························································································· 67
第4 章 人员甄选的准备与实施 ······························································· 70
4.1 人员甄选概述 ·········································································· 72
4.1.1 人员甄选的含义及作用 ······················································ 72
4.1.2 人员甄选的内容 ······························································· 72
4.1.3 人员甄选的程序 ······························································· 75
4.2 人员甄选的准备 ······································································· 76
4.2.1 甄选策略选择 ·································································· 76
4.2.2 考官培训 ········································································ 77
4.2.3 试题的编制与准备 ···························································· 79
4.3 人员甄选的实施 ······································································· 79
4.3.1 求职材料筛选 ·································································· 79
4.3.2 初试 ·············································································· 82
4.3.3 复试 ·············································································· 83
4.3.4 背景调查 ········································································ 85
4.3.5 体格和体能检查 ······························································· 87
4.3.6 初步录用决策 ·································································· 88
自测题 ·························································································· 89
目录???
XI
第5 章 人员甄选的技术与技巧 ······························································· 93
5.1 笔试 ······················································································ 95
5.1.1 笔试的特点及程序 ···························································· 95
5.1.2 笔试的内容 ····································································· 96
5.1.3 笔试题目的编制 ······························································· 99
5.1.4 笔试的组织管理 ······························································ 101
5.2 面试 ····················································································· 102
5.2.1 面试的含义、特点及作用 ·················································· 102
5.2.2 面试的程序 ···································································· 104
5.2.3 面试的方法 ···································································· 106
5.3 评价中心技术 ········································································· 108
5.3.1 评价中心技术的含义及背景 ··············································· 108
5.3.2 评价中心技术的优缺点 ····················································· 109
5.3.3 评价中心技术的常用方法 ·················································· 110
5.3.4 评价中心技术的实施 ························································ 113
自测题 ························································································· 114
第6 章 其他甄选活动与组织 ································································· 119
6.1 人才库建设甄选 ······································································ 121
6.1.1 人才库的含义及作用 ························································ 121
6.1.2 人才库建设甄选的程序与注意事项 ······································ 123
6.2 人员外派甄选 ········································································· 126
6.2.1 人员外派甄选的含义 ························································ 126
6.2.2 人员外派甄选的内容与方法 ··············································· 126
6.2.3 人员外派甄选的程序 ························································ 128
6.3 人员评优甄选 ········································································· 130
6.3.1 人员评优甄选的含义及原则 ··············································· 130
6.3.2 人员评优甄选的内容与方法 ··············································· 131
6.3.3 人员评优甄选的程序 ························································ 132
自测题 ························································································· 137
第7 章 人员录用 ················································································ 139
7.1 录用决策 ··············································································· 140
7.1.1 信息收集、整理与分析 ····················································· 140
7.1.2 录用决策的制定 ······························································ 142
7.2 录用程序和文件管理 ································································ 143
7.2.1 录用程序 ······································································· 143
7.2.2 录用管理文件与表格 ························································ 146
???人员招聘与甄选（第3 版）
XII
7.3 新员工培训 ············································································ 150
7.3.1 新员工培训的目的和内容 ·················································· 150
7.3.2 新员工培训的方法 ··························································· 153
自测题 ························································································· 156
第8 章 人员招聘评估 ·········································································· 158
8.1 招聘评估概述 ········································································· 160
8.1.1 招聘评估的含义及作用 ····················································· 160
8.1.2 招聘评估的标准 ······························································ 161
8.1.3 招聘评估的方法 ······························································ 162
8.2 招聘评估指标体系 ··································································· 164
8.2.1 招聘数量和质量评估指标 ·················································· 164
8.2.2 招聘人员工作评估指标 ····················································· 166
8.2.3 招聘方法信度和效度评估指标 ············································ 167
8.2.4 招聘成本-收益评估指标 ···················································· 168
8.3 招聘成本评估 ········································································· 170
8.3.1 招聘成本的分类 ······························································ 170
8.3.2 招聘成本的评估 ······························································ 172
8.3.3 招聘成本效用评估 ··························································· 172
8.4 招聘投资收益评估 ··································································· 173
8.4.1 招聘投资收益的预测方法 ·················································· 173
8.4.2 招聘投资收益的其他评价方法 ············································ 175
自测题 ························································································· 177
第9 章 人员招聘与甄选实验操作 ··························································· 181
9.1 人员招聘模拟实验 ··································································· 182
9.1.1 实验内容与目的 ······························································ 182
9.1.2 实验要求 ······································································· 182
9.1.3 实验条件准备 ································································· 183
9.1.4 实验步骤与过程 ······························································ 184
9.1.5 实验成果及评价 ······························································ 185
9.1.6 课后练习题 ···································································· 186
9.1.7 相关表单和范例 ······························································ 186
9.2 招聘广告的拟定与发布 ····························································· 194
9.2.1 实验内容与目的 ······························································ 194
9.2.2 实验要求 ······································································· 194
9.2.3 实验条件准备 ································································· 195
9.2.4 实验步骤与过程 ······························································ 195
目录???
XIII
9.2.5 实验成果及评价 ······························································ 197
9.2.6 课后练习题 ···································································· 197
9.3 结构化面试的模拟实验 ····························································· 197
9.3.1 实验内容与目的 ······························································ 197
9.3.2 实验要求 ······································································· 198
9.3.3 实验条件准备 ································································· 198
9.3.4 实验步骤与过程 ······························································ 199
9.3.5 实验成果及评价 ······························································ 203
9.3.6 课后练习题 ···································································· 203
9.3.7 结构化面试试题和评分表范本 ············································ 203
9.4 评价中心模拟实验一——无领导小组讨论 ····································· 208
9.4.1 实验内容与目的 ······························································ 208
9.4.2 实验要求 ······································································· 209
9.4.3 实验条件准备 ································································· 210
9.4.4 实验步骤与过程 ······························································ 211
9.4.5 实验成果及评价 ······························································ 214
9.4.6 课后练习题 ···································································· 214
9.4.7 无领导小组讨论测评场地布置、讨论题目及评分表范例 ··········· 214
9.5 评价中心模拟实验二——公文处理测验 ········································ 222
9.5.1 实验内容与目的 ······························································ 222
9.5.2 实验要求 ······································································· 222
9.5.3 实验条件准备 ································································· 223
9.5.4 实验步骤与过程 ······························································ 224
9.5.5 实验成果及评价 ······························································ 225
9.5.6 课后练习题 ···································································· 226
9.5.7 公文处理题及评分表范例 ·················································· 226
后记 ·································································································· 228
参考文献 ···························································································· 229

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前言

一、写作背景
知识经济时代，人力资源的价值远远超过财和物，人力资源特别是人才资源对经济发展的促进作用越来越明显。对企业而言，拥有一支高素质的人力资源队伍是其生存和发展的关键因素。伴随着经济全球化趋势的增强，人才全球性流动也在加强。我国政府出台多项政策鼓励和大力推进海外人才的引进，借此契机，企业通过各种途径吸引和招徕人才，人才竞争愈演愈烈。对于企业而言，人才招聘环境发生了巨大变化，人才高流动、人才多元化、新面试技术运用、人工智能推动，以及政策法规趋严等，这些变化使得企业的人才招聘面临新机遇和新挑战。这就需要组织重新审视招聘工作，重新规划、创新招聘策略，以及改进或创新招聘方式和方法，否则将承担更多风险和更大用人成本。这对高校的人力资源专业教学也提出了新的要求。
1．企业招聘工作面临的挑战
国内外环境和企业环境的变化，为企业创造了更多的招聘供给和需求机会，同时给招聘工作带来新的挑战。
（1）全球化发展下日益激烈的人才竞争使企业招聘工作更加紧迫、越发复杂。
“人才是第一资源”，人才对于国家、地区和企业的发展至关重要。在经济全球化趋势日益增强的情况下，全球性的人才竞争日益激烈。企业的跨国发展需要大量的优秀人才，如何获得并留住优秀人才，对企业来说是非常紧迫而艰巨的任务。随着各国经济国际化参与程度越来越高、经济开放程度越来越大，人才跨国、跨区的流动越来越容易。人才流动性加强，流动范围扩大，这为劳动力市场带来更多、更灵活的需求和供给的同时，也使企业招聘工作越发复杂。劳动力市场和企业人才的多元化加大了招聘难度，招聘工作在涉及对应聘者的文化背景、法律背景、知识背景及工作背景的考查的同时，还将涉及对招聘人员本身的专业素质要求、测试技术的多样化选择等内容的考查。如果涉及高管人员的全球化竞聘活动，对招聘人员的素质、招聘的组织、测试技术选择、背景的调查等的要求则更高，相应的招聘工作的难度和风险也更大。
（2）中国人口结构的变化使得企业对招聘工作必须重新进行规划和评估。目前，
中国人口年龄结构的转型正在加剧，老龄化已经到来，并进入加速时期。中国人口红利期已结束，企业用工成本增加，年轻一代的择业观发生变化，企业人才招聘遭遇“瓶颈”。因此着眼于长远发展，企业必须制定人才发展战略，根据经营战略需要进行适当的人才储备。此外，企业应重视和充分发挥招聘规划的作用，对招聘成本重新估算，采用新的招聘策略解决当前和未来的人才问题，如延长聘用期、员工返
聘、提高招聘质量、积极引进海外优秀人才等。
（3）中国人力资源法律环境的变化促使企业招聘工作必须更加审慎。
当前，人力资源法律环境的变化主要体现在劳动法律规范体系的完善和人力资源法律环境的
国际化两个方面。
1）劳动法律法规体系的完善对招聘的影响。第十二届全国人民代表大会第五次会议提出修改劳动合同法、劳动法，开展劳动合同法、劳动法执法检查的议案，人力资源和社会保障部认真研究议案意见，提出修法建议，不断完善劳动法律规范体系。劳动法律法规的修改、完善与实施，在保护劳动合同双方当事人合法利益的基础上，进一步加强了用人单位的用工责任，这无形中提高了企业招聘风险和用人成
本。招聘工作作为重要的人才入口关，企业应该更加审慎把握，力求“选准人、选对人”。如果选人不慎，必将给企业后续人力资源管理工作带来风险，增加更多的潜在用工成本，如人才流失、重新招聘、解雇等造成的成本。
2）人力资源法律环境的国际化对招聘的影响。当前，在全球化的发展趋势下，跨国企业不断涌入中国，中国企业也不断地面向海外发展。随着企业人才本土化策略的实施，以及国际化人才的流动和聘用，企业人力资源管理的法律环境不再局限于本国的法律规范，而应当从全球的范围来分析判断。企业在招聘时应加强法律意识，充分考虑本国、东道国、人才所在第三国的劳动法律环境，同时在了解各国人员的价值观、工作方式、生活方式等的基础上严格而审慎地选聘人才。
（4）中国企业的国际化发展需要加强国际化人才的招聘与培养。随着经济全球化和区域一体化的加速，企业间的竞争更多地表现为企业核心竞争力的比拼，而人才资源已成为构筑企业核心竞争力的重要因素。要参与国际化市场竞争，就必须实施企业人力资源国际化战略。从招聘角度看，企业开展国际化人才甄选和培养，不仅推动了企业人才的国际化，而且促进了企业的国际化发展。
2．高校人力资源专业教学的新要求
招聘环境与理念的变化对高校专业教材的编写和教学提出新的要求。
（1）将前沿动态融入教材。及时关注招聘环境的变化，以及相对应的招聘理念、
招聘内容和方法的变化，将这些前沿动态融入教材中，如新劳动合同法对招聘的影响、人才国际化发展、人才储备、招聘规划等，以此指引学生领会和体验招聘的动态变化，以更准确的定位进入社会，把握新的招聘理念，掌握合适、科学的招聘技术和方法。
（2）补充课程实验实训内容。当前招聘方面的书籍中针对企业管理者使用的培训类参考书籍居多，但用于高校专业教学的教材相对较少。招聘教材中实验实训内容偏少，且实训内容大多以案例形式在各章节中体现，可操作性不强，因此不利于指导课堂实验。从招聘课程的教学现状来看，实验教学环节或者以案例分析的形式一带而过，或者以视频播放一观而过，或者干脆不开展实验课。然而，实验环节的
缺失使学生难以直观领会招聘的实践应用。所以，教材内容有必要提供实验内容及具体操作方法，以单独的章节来阐述是比较好的方式，以此明确实践的重要性，突出指导性、可操作性的特点。
（3）顺应教学改革趋势。教学改革的目标是为学生构建一个开放式、多元化的探究性学习环境，促使学生积极、主动地“动脑”和“动手”，培养和开发学生解决问题和实践操作的能力。教材编写上注意理论和实践内容的比例、客观和主观思考题的比例，以及案例分析题的设计和在章节内容中的比例，注意围绕有利于实现教改目标和有效进行研究性教学操作的目的来合理安排，注重实用性、创新性和前
瞻性。
二、写作特色
作为高等院校人力资源管理系列规划教材，本书的特色主要表现在以下四个方面。
（1）围绕“招、选、聘”这条主线，系统、全面地介绍了招聘的相关知识，有助于学生掌握招聘的脉络，理解其中的层次关系和内在逻辑。
（2）每章结束后的“自测题”能够帮助学生评估其对每章内容的理解程度，并在此基础上再进行复习回顾，通过循环复习使学生系统、全面地掌握所学内容。
（3）对招聘过程中的实验操作环节进行了梳理，并单列一章，对实验内容、操作步骤等做了详细的阐述，具有较强的针对性、指导性和操作性。
（4）融入招聘的前沿动态、实验实践，充分体现了实用性、创新性和前瞻性的特点，也顺应了实验教学改革的总趋势，侧重培养学生的创新、动手能力。因此，对学生而言，这本实务性教材能够帮助其更直观地理解招聘理论和实践操作知识，并能够应用教材中的招聘与甄选方法进行操作。对于教师而言，本教材也是一本指导课堂教学和实验操作的不可多得的教学指导书。
三、写作思路与结构安排
在本书第3 版的写作中，逻辑思路和章节结构相比之前版本没有大的变化，仍然围绕“招、选、聘”这条主线，即如何进行人员招募、如何进行人员甄选、怎样做出聘用决策的写作逻辑展开，具体如图0-1 所示。
本书共9 章，第1、2 章主要介绍招聘概述和招聘前的基础性工作；第3～7 章是核心部分，即介绍如何开展“招、选、聘”的工作；第8 章是人员招聘评价；第9 章是人员招聘与甄选实验操作。本书每章后面均安排了自测题，题型包括判断题、单选题、多选题、练习与思考和案例分析，以帮助读者复习和巩固。
各章具体内容安排如下：
第1 章是招聘概述，从招聘的含义和作用，招聘的历史沿革与发展趋势，招聘的目的、原则与流程，以及招聘的影响因素分析方面对招聘做了宏观和微观的描述。第2 章是招聘前的基础性工作，包括人力资源规划、工作分析和招聘计划制订。招聘工作只有在这些工作有效完成的基础上才能顺利开展。
第3 章是人员招募，包括人员招募的渠道分析和实施等。第4 章是人员甄选的准备与实施，包括人员甄选的含义、作用、内容、程序以及具体实施等。第5 章是人员甄选的技术与技巧，包括笔试、面试、评价中心技术。第6 章是其他甄选活动与组织，主要介绍人才库建设甄选、人员外派甄选和人评优甄选活动。第7 章是人员录用，包括录用决策、录用程序和文件管理、新员工培训。第8 章是人员招聘评估，包括招聘评估概述、招聘评估指标体系、招聘成本评估、招聘投资收益评估。第9 章是人员招聘与甄选实验操作。通过实验操作，将招聘与甄选各知识点连成一个整体。实践内容包括人员招聘、招聘广告的拟定与发布、面试技术中的结构化面试、评价中心技术中的无领导小组讨论和公文处理测验等。
四、第3 版说明
《人员招聘与甄选》（第3 版）在第2 版以“招、选、聘”为逻辑主线和体系结构的基础上，对管理理论、案例等内容进行了必要的删减、补充和修订，具体如下：
（1）理论知识的更新与补充。随着经济的高速发展和科技的更新换代，人员招聘思维模式、招聘技术等发生了巨大的变化，人才多元化、科技创新、大数据、人工智能等对人才招聘决策、甄选工作和招聘质量产生重要影响。基于此，本书结合当前招聘发展的变化和趋势对相关理论知识进行了更新和补充。
（2）案例的更新与调整。对全书引导案例和相关链接中的案例进行了更新，案例选择上做了调整，案例不局限国内外知名优秀企业，也涉及国内中小型企业，尽可能反映出各类企业面临的各种招聘问题，同时对招聘案例做了进一步分析，以引导读者思考和借鉴。
（3）通过二维码形式补充了相关招聘理论前沿动态、新型招聘工具与技术的内容，以让读者了解招聘发展动态变化、新的招聘理念和招聘实践。
五、相关说明
1．教材建议的学时数
各章节在文字设置上较为均衡，前8 章理论章节均设置为3 学时，第9 章为实验操作，设置8 学时（各节可以安排在相应的理论章节之后）。总体课程时数为32学时。
2．教材的后续服务形式
教师在指定本书为教材后，可以联系出版社获取每章节的自测题参考答案和电子课件。
3．本次再版的分工
本次修订仍然主要由南京信息工程大学的姜农娟和盐城师范学院凌巧副教授执笔；河海大学博士导师赵永乐教授负责全书的编审工作。本书的再版得到了许多同人的帮助和支持，他们提出了很多宝贵和中肯的意见与建议，在此表示感谢。限于作者编写水平有限，书中难免存在错误和不足之处，敬请批评指正。
4．作者的联系方式
为方便读者反馈意见，现将作者联系方式列出。
赵永乐：zhao_yongle@163.com@163.com
姜农娟：sansandra@163.com
凌巧：ycllqq@126.com

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