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1．0目的 PURPOSE:
通过系统化的招聘管理保证公司招聘工作的质量，为公司选拔出合格、优秀的人才；规范招聘制度，建立公司“优良雇主”形象，采用严格的招聘程序。The procedure is established to provide a complete recruitment system, to select qualified talent, to set up a standard criteria and procedure to develop good image of good employer.2．0范围SCOPE:
适用于公司所有职位的招聘工作。The procedure applies to 3.0定义 DEFINITIONS: 无 None
4．0职责 Responsibility
4.1人力资源部：负责组织招聘工作的实施；
HR: In charge of recruitment implement.4.2用人部门：采用适当方法甄选合适之人员；
Department concerned: Using suitable method
to select the qualified candidate
4.3各部门主管/经理：对新进员工实行试用评核。
4.3 The department supervisors or managers must evaluate the performance of new comers.5．0程序 Procedure
5.1招聘流程图：见附页 Recruitment Proce: Appendix 5.2招聘需求：Recruitment Requisition
5.2.1缺员的补充：因员工异动，按规定编制需要补充，如因员工调动、晋升、离职等原因。
Replacement vacancy: thanks to employee transfer、promotion or resign and so on.5.2.2突发的人员需求：因不可预料的业务、工作变化而急需特殊技能人员，如技术变革或引进新工艺等。
Urgent vacancy: unpredictable expand busine、special skill requirement、technology revolution or bring in new production technique and so on.5.2.3扩大编制：因公司发展壮大而需扩大现有的人员规模及编制。Expand vacancy: Because of the expand busine expand the headcount budget.5.2.4储备人才：为了促进公司目标的实现，而需储备一定数量的各类专门人才，如应届大学毕业生、专门技术人才等。
Talent backup: For the development of company need to backup some talents, for example: this year's graduates and special technology talent.5.3招聘政策：Recruitment Policy 5.3.1招聘原则：Recruitment Principle
公司强调公平均等机会，只关注资格以及竞争力。关于申请人的种族，宗教信仰，性别和年龄不能影响任何招聘结果。
xx is an Equal Opportunity Employer and invites applications from all qualified persons without respect to age, race, religion, gender, gender preference, or national origin.5.3.3招聘方式：Recruitment Method
5.3.3.1采用内部招聘与外部招聘相结合的两种方式。Adopt internal and external recruitment methods.5.3.3.2内部招聘：一方面是公司解决内部富余人员的途径，另一方面使得员工获得与个人职业发展相一致的工作岗位。
Internal recruitment: internal transfer as a way to broaden the employee’s existing skill and career development.5.3.3.3外部招聘：可通过广告、参加招聘会、网站公布、职业介绍所、内部推荐和同行业推荐等形式从外部招聘。
External recruitment: use a variety of methods to recruit qualified candidates include advertisement、job fair、internet advertising、internal referral and referrals from profeional organization.5.3.3.4对公司内符合招聘职位要求及表现卓越的合适员工，将优先给予选拔、晋升机会，其次再考虑面向社会公开招聘。
Qualified employees are considered for available positions before outside applicants are hired.5.3.3.5聘用人员的基本条件及要求需参考《职位说明书》。
Refer the Job Description when consider whether the candidate is qualified or not 5.4招聘程序：Recruitment Procedure 5.4.1招聘需求：Recruitment Requisition
每年人力资源部根据公司的发展战略和年度经营计划进行人员需求预测，并制定公司人力资源规划和费用计划，报总经理审批。
HR department needs to do the manpower plan and recruitment budget according to the development strategy and operation plan of company and get the approval from Managing Director.5.4.2招聘申报手续： Personnel Requisition Procedure
5.4.2.1以各用人部门为单位，在确认本部门内无横向调剂人员的可能性后，填写《招聘申请表》经部门负责人批准后，报人力资源部，如系新岗位，需同时附上《职位说明书》。
Any department requiring manpower has to complete the Personnel Requisition Form().This form required the department head approve then submit to HR department.If this position is a new one, need to submit the Job Description at the same time.5.4.2.2人力资源部认真审核该职位的工作性质、等级以及部门人员编制、计划等，提出采用公司内部招聘或对外招聘的建议，将《招聘申请表》报总经理审批。HR review content, grade of the position, manpower plan and O-Chart of the department, suggest adopting internal recruitment or external recruitment and send the form for Managing Director’s approval.5.4.3内部招聘流程：Internal recruitment procedure 5.4.3.1人力资源部根据职位空缺情况，拟定发布内部招聘公告，发布的方式包括在公司内部网上通知、公告栏发布、内部招聘文件等形式，内部招聘公告要尽可能传达到每一个正式员工。
HR will post the available positions on the internal recruitment website, notice board of the company, or post the internal recruitment document to let the employee could get information of the opening positions.5.4.3.2所有在公司服务6个月以上的正式员工都可向人力资源部提出应聘的书面申请，但书面申请需征得本部门负责人的签字批准。
The internal employee who has worked for xx more than 6 months could submit the Internal Job Application Form(Appendix 2)approved by Department Manager to HR department.5.4.3.3人力资源部根据《职位说明书》要求进行初步筛选，并组织用人部门进行考核及评审。
HR will screen through all applications and short-list applicants according to the Job Description and arrange interview with the department concerned.5.4.3.4人力资源部将评审合格者名单报经总经理审批。
HR will send the qualified candidates list for Managing Director’s approval.5.4.3.5审批通过后，由人力资源部为其办理相应的转岗手续并填写《员工异动申请表》。
After got the VP’s approval, HR will coordinate with department concerned for transfer related iues，5.4.3.6人力资源部通知应聘合格者与原部门办理工作交接手续，然后安排到用人部门报到。
HR will coordinate the transfer and arrange the on board iues to the concerned department.5.4.4外部招聘流程：External Recruitment Procedure 5.4.4.1工人招聘：Operator recruitment
人力资源部发布招聘信息，并确定招聘的具体时间。HR will post the opening vacancy and arrange interview schedule.禁止招聘童工（未满16岁），如果需要招聘未成年工（已满16周岁未满18岁员工），不得安排以下岗位：执锡，波峰焊，喷油 和维修工,同时对未成年工在录用后一个月之内需到劳动部门备案。
It is forbidden to hire the child labor(workers who below 16 years old).If we need hire juvenile workers,（Juvenile workers refer to labor up to 16 years old but below 18 years old）,we can not arrange the work as follow: Touch Up Operator, Wave Soldering Operator, Spraying Painting Operator and Repair Operator.And we need register the juvenile workers in labor bureau when we hire them within one month.人力资源部对前来应聘的人员进行证件的审核（身份证、毕业证等），并安排相应的笔试和视力、色盲的检测。初试合格者填写《职位申请书》
HR will audit the certification of the candidates(ID Card、Graduate Certification), and arrange related test and eyesight test.The qualified candidates will fill in the application form.人力资源部筛选应聘人员后，通知相关部门的人员来面试。
HR department will make first interview, then HR department will send out phone calls to related department to arrange for interviews.安排体检时间及报到时间。
HR department will arrange to physical exam and on board time for the qualified candidates 人力资源部负责安排办理报到手续及新员工培训。
HR department will arrange on board proce and orientation training.5.4.4.2职员招聘 Staff recruitment
A、人力资源部根据《职位说明书》的条件要求，对应聘资料进行收集、分类、归档，进行初步筛选，对符合要求者通知前来面试。
All resumes will be screened by HR to ensure that minimal qualifications, as specified in the Job Description are met and inform the qualified candidates come to interview.B、人力资源部组织有关人员设计笔试试题，安排应聘人员进行笔试，并填写《职位申 请书》。
HR representative will arrange for relevant exam to be given and fill in the application form.C、人力资源部进行初试，并检查应聘人员的身份证、毕业证、学位证、职称证等相关
证件，对于合格者则通知复试, 在《面试记录表》上作出相应说明。HR will make the first interview and verify the candidate's original certificate and ae the candidate's knowledge, character and personality.HR will arrange second interview for the qualified candidates.And HR representative must fill in the interview aement.D、用人部门进行第二次面试，在《面试记录表》上作出相应说明，并根据复试的实际
情况确定最后人选。
The department interviewer will finish the second interview and fill in the interview aement, and then the interviewer will verify the candidate’s job responsibility/ attitude/skill, etc, and give job description and confirm the final candidate.E、人力资源部组织对已合格应聘人员的经历、背景及以前工作表现情况进行核实，弄虚作假者取消录用资格。
HR representative should conduct a reference check with candidate’s former employer.Applicants who have misrepresented or falsified information on the application form or other documents will jeopardize their candidacy for employment.F、核实无误后，人力资源部提报给总经理审批。
HR will ask for the final approve from Managing Director after check with the candidate is ok.G、由人力资源部通知被录用人员作好体检工作和确定好前来报到的时间，并通知用人
部门作好接收的准备工作。
HR sends Offer Letter to new employee and will arrange the on board schedule and physical exam related iues.HR will inform the department concerned to prepare related preparation.5.4.5试用：Probation
5.4.5.1试用的目的在于补救甄选中的偏差。5.4.5.1 The probation can fix the oversight of recruitment.5.4.5.2试用员工上岗前，须参加新进员工训练和职前训练，合格后才能上岗。5.4.5.2 The new comers must take part in the orientation training and on job training, and then the qualified candidates can be accepted.5.4.5.3用人部门负责人有义务对新进人员进行上岗引导，并确定一名直接负责人管理其行为，承担其行为责任。
The head of department should take the responsibility to instruct the new comer, and arrange one buddy to take care of the new comer.5.4.5.4试用期限 Probation Period 试用期限是三至六个月
The probation period will be three months to six months 5.4.5.5试用期满后，其直接主管或部门负责人应严格对照《职位说明书》在《员工转正审批表》上详细列出考核意见，并明确以下事项后报人力资源部审核： After probation period, the direct supervisor and head of department must refer the JD to evaluate the performance, then fill in the probation form for HR department review and approve.5.4.6对在工作中表现突出者，可提前转正。提前转正需由本人提出书面申请并陈述有关工作实践，试用部门直接主管与部门负责人在《员工转正审批表》上详述考核意见并附上工作业绩材料，经人力资源部审核后，办理转正手续。Some outstanding new comers can pa the probation advance.The new comer must submit a written application to describe the detailed of working practice , then the direct supervisor and head of department must refer the JD, then fill in the probation form and give some comments for HR department review and approve.5.4.7正式录用： 5.4.7 Formal hire 5.4.9.1对试用合格者，从正式聘用之日起，享受公司同类人员待遇。5.4.9.1 The new comer after probation period can enjoy same Position’s treatment.6．0参考文件
6．0 Reference Document
