QP-006人力資源管理程序.doc
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1、McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 1 McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 2 RecruitmentRecruitment chapterchapter 7 McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 3 Recruitment lO
2、rganizational activities that influence: lThe number and types of applicants who apply for a job lWhether the applicants accept jobs that are offered lDirectly related to HR planning and selection lRepresents the first contact between organizations and prospective employees McGraw-Hill/Irwin 2004 Th
3、e McGraw-Hill Companies, Inc. All rights reserved. 7 - 4 External Influences on Recruitment Government and Union Restrictions Labor Market Conditions Composition of the Labor Force Location of the Organization McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 5 Immigrat
4、ion Reform and Control Act (ICRA) of 1986 lEmployers duty not to recruit, hire, or continue to employ “unauthorized aliens” lEmployers duty to verify the identity and work authorization of every new employee lEmployers duty not to discriminate on the basis of citizenship or national origin lAmnesty
5、rights of certain illegal aliens who are eligible to achieve temporary or permanent status in the country. McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 6 Guidelines for Legal Recruitment (1 of 2) lPost notices regarding the availability of a job lPublish a list of
6、qualifications necessary to fill the job Distinguish between essential qualifications and desirable qualifications Do not rely on word-of-mouth sources of recruits Use recruiting sources that will reach the greatest number of potential applicants in the job market McGraw-Hill/Irwin 2004 The McGraw-H
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