【英语论文】Expanding Recruiting Channels to Achieve the Human Resource Requirement.doc

Expanding Recruiting Channels to Achieve the Human Resource RequirementSubmitted by Zhou JingtaoStudent ID number 081015150032Supervised by Shangguan FengyuA paper submitted in partial fulfillment of the requirements of the degree of Bachelor of ArtsThe Institute of Online EducationBeijing Foreign Studies University北京外国语大学网络教育学院学士学位论文诚信声明本人郑重声明： 所呈交的学士学位论文，是本人在导师的指导下，独立进行研究工作所取得的成果。论文所涉及的项目为本人亲自负责或者参与实施的项目。除文中已经注明引用的内容外，本论文不含任何其他个人或集体已经发表或撰写过的作品成果。本人完全了解本声明的法律结果由本人承担。学士学位论文作者签名： 周静涛日期：2011年06月02日摘 要笔者就业于深圳海辉软件有限公司，从事人力资源招聘的工作，致力于为公司的客户提供专业化的软件开发工程师候选人挖掘与招聘服务，以满足客户日益增长的业务发展及人力资源的需要。 自2011年春季以来，随着客户的增长，公司软件外包业务也在不断发展，软件开发工程师的需求也进一步加大；但是在此传统的“跳槽”旺季里，人才市场上情况却并不乐观，各大招聘网站上简历的更新数量没有往年那么多，人才的流动性变小，而随着深圳与内地经济水平和薪酬差距的不断缩小，深圳企业对于软件工程师的吸引力也在下降。由此，公司新年度面临的招聘任务，形势严峻，压力巨大。笔者所在的招聘小组，承担了公司几个重要客户重点产品线的人力供给工作，项目时间紧，任务重，而任务完成量，又直接关系到了各人的年度绩效考核及奖金数量。在这样的情况下，我们小组各位成员都做了要打一场攻坚战的心理准备。本次论文从审视小组日常工作开始，依据候选人调查结果，发现招聘小组日常工作中的不足，即过于依赖几大招聘网站门户，招聘渠道狭窄、手段单一的问题。进而通过SWOT分析，找出解决问题及提升工作效率的措施：丰富招聘手段，扩展招聘渠道，从而增加候选人数量，完成公司任务。依照IMC整合营销传播理论指导，我们顺着组合传播手段的思路设计了扩展招聘渠道的具体行动：一方面在公司外部参加更多的招聘活动，在校园和社会培训机构举办更多的宣讲；另一方面在公司内部举行内部有奖推荐活动，充分发掘公司同事的人脉；同时维护好原招聘网站平台，并开发新手段，利用技术论坛、聊天群和微博充分拓展招聘信息发布渠道，让候选人自己"送"上门来。经过前期调查分析和切实可行的设计，中期认真的项目实施和后期的客观评估，本文中设计的招聘方式得以顺利实行，不但达成项目预定目标，保质保量的完成工作任务，也为公司招聘部门提供了好的建议和成功的样本。实践证明，招聘人员要更主动的融入市场，贴近客户和候选人的需求，积极当好联系纽带，从而带动公司、客户及候选人三方的共赢局面。关键词： 软件外包 ；人才招聘 ；扩展招聘渠道AbstractThe author works as a recruiter in hiSoft Co. Ltd, committed to provide sourcing and recruiting service on software development engineer (hereafter called SDE), to meet the fast growing business and HR needs of clients of company. Since spring 2011, clients No. keeps growing, and software outsourcing expands, the demand on SDE hence becomes huge; However, the talents market seems not so active as so-called “quit peak season” in passed years. Update rate of candidates resume slowed down, and Shenzhen city becomes less attractive to SDE candidates due to the salary level of mainland China raised to near Shenzhen payment. Hence, the recruit task is tough and every recruiter faces the pressure. The team author worked undertakes the recruit task of key line of key clients with limited time, and the task completion will involve with recruiters KPI and yearly bonus. In such circumstance, each member of the team has to be ready to fulfill the task as soldier ready for a war. Reviewed daily performance of the team members, analysis the candidates results, we found out what shall be improved, e.g. sourcing channel limited to famous recruiting websites. We analysis through SWOT, and find the solution to solve current problem and improve work efficiency as following: enrich recruit methods, expand recruit channels, hence increase candidates database to accomplish the mission. According to IMC theory, we planned following actions to expand the recruit channels: For one hand, participating more recruit activities, and holding more advertising speech activities; For another, we conduct the program to encourage in-service staff to recommend candidates with bonus, taking advantage of in-service staffs connection; Meanwhile, maintain original recruit sites, and use new methods, e.g. technical forum, chat group, and micro blog to release recruit announcement, and let the candidates apply for the recruit. Based on the survey and analysis in advance, careful implementation, and objective assessment, the recruit plan was complemented successfully. That contributes to not only the mission of recruitment, but also to a good suggestion and successful example. Practice tell us, recruiters should revolve in the market, meeting requirements of clients, and candidates, work as the connection to bring the company, clients, and candidates to win-win-win direction.Key words: Software Outsourcing; talent recruiting; expanding the recruiting channelsTable of ContentsPages1.Introduction12.Problem Identification and Analysis22.1 Project problem22.2 Problem analysis22.2.1 Situation analysis22.2.2 Needs analysis32.2.3 SWOT analysis43.Project Objective and Hypothesis53.1 Project Objective53.2 Project Hypothesis54.Project Rationale65.Project Design75.1 Planning of Activities75.1.1 Activities planned to take place75.1.2 Critical path of activities85.1.3 Time scale of activities85.1.4 People involved and their responsibilities105.2 Cost Analysis105.3 Plan for Monitoring and Evaluation of the Project115.3.1 Monitoring plan115.3.2 Evaluation plan115.4 Risk Analysis125.4.1 Risk Analysis125.4.2 Protective measures to be taken136.Project Implementation137.Results and Discussion167.1 Results167.2 Discussion188.Conclusion19Bibliography21Appendix I: The award scheme of internal recommendation activity22Appendix II: The screen copies of micro-blog, QQ group and poster23Expanding Recruiting Channels to Achieve the Human Resource Requirement1. IntroductionI am a recruiter in the PTA (Professional Talent Acquisition) department of Shenzhen HiSoft Software Company. This company is a trusted technology services partner with proven global capabilities, quality standards, and delivery processes that guarantee business value. Now hiSoft is currently the highest ranked Chinese player in IAOPs (International Association of Outsourcing Professionals) Global Outsourcing 100. My daily work is recruiting professional talents, like software development engineers, and meeting the human resource requirement for partner companies projects.Since spring 2011, clients No. keeps growing, and software outsourcing expands, the demand on SDE hence becomes huge; However, the talents market seems not as active as so-called “quit peak season” in passed years. Update rate of candidates resume slowed down, and Shenzhen city becomes less attractive to SDE candidates due to the salary level of mainland China raised to near Shenzhen payment. Hence, the recruit task is tough and every recruiter faces the pressure. The team author worked undertakes the recruit task of key line of key clients with limited time, and the task completion will involve with recruiters KPI and yearly bonus. In such circumstance, each member of the team has to be ready to fulfill the task as soldier ready for a war. Reviewed daily performance of the team members, analysis the candidates results, we found out what shall be improved, e.g. sourcing channel limited to famous recruiting websites. We analysis through SWOT, and find the solution to solve current problem and improve work efficiency as following: enrich recruit methods, expand recruit channels, hence increase candidates database to accomplish the mission. According to IMC theory, we planned following actions to expand the recruit channels: For one hand, participating more recruit activities, and holding more advertising speech activities; For another, we conduct the program to encourage in-service staff to recommend candidates with bonus, taking advantage of in-service staffs connection; Meanwhile, maintain original recruit sites, and use new methods, e.g. technical forum, chat group, and micro blog to release recruit announcement, and let the candidates apply for the recruit.We believe that the organization and activities which by carefully designed, the recruitment task must be able to complete with high quality.2. Problem Identification and Analysis2.1 Project problemSince the spring of 2011, as fast as the growing of partner companies, the Software Outsourcing Business of hiSoft is growing up with a huge human resource requirement, especially for software engineers. However, the talents market seems not so active and the updated rate of candidates resumes is going slowly. I am a recruiter in my company, so my colleagues and I are facing the pressure for the recruit task is so tough.2.2 Problem analysis2.2.1 Situation analysisl PEST analysis:In recent years the development of Chinas software outsourcing is rapid and China is gradually become the ideal place for this service market. In Shenzhen, the one city of 11 software export innovation bases of China, there are so many IT enterprises and software engineers. The expected future for quite a long time, software outsourcing will be into another rapid growth period with the overseas economies recovery.But this same time, the Shenzhen talents market seems not so active for this city has became less attractive due to the salary level of mainland China raised to near Shenzhen payment. Hence, the recruit task of enterprises becomes more tough and competitive.l Inside situation:hiSoft is a trusted technology services partner with proven global capabilities, quality standards, and delivery processes that guarantee business value.Since 1996, hiSoft has delivered world-class information technology, research and development, and business process outsourcing services to customers globally, with particular focus on Fortune 500 firms in the Software, Hardware, Telecom, Financial Services, Pharmaceutical and Manufacturing sectors. With superior service offerings such as outsourced performance testing, web development and application management, hiSoft is currently the highest ranked Chinese player in IAOP's (International Association of Outsourcing Professionals) Global Outsourcing 100. Im a recruiter in Shenzhen hiSoft PTA (Professional Talent Acquisition) department, which is taking charge of recruiting professional talents. There are ten members who with the professional recruitment work experience in my group. In our daily work we select resumes of software development engineers on several famous recruiting websites, e.g. , , and so on. At the same time we are also on behalf of our company to attend the large recruitment fair. Our responsibility is to collect the suitable candidates, the more the better, and promote them to come to our company for an interview even to successfully get the entry.Our team usually can get by each week hundreds of resumes and can send nearly fifteen offers. But nowadays the amount of resumes on websites gradually dropped off and, we face the more competitions with other companies, so our work is more difficult. Even though, the boss gave us a hard job, which is really a challenging fight, to achieve 200 offers in two months for a very important client.2.2.2 Needs analysisAlthough we received from the management department the target of our groups new task, in order to get more specific information for customer demand, and to make the clear and effective planning, we made face-to-face talks with the customers through our companys Project Manager. The content of the communication is:Ø The both sides signed the Labor Demand Questionnaire for the project human resource demand.Ø We confirmed the project milestones, to determine the partial realize plan for the project human needs.Ø We dissected the key demand indicator, including the demand for key positions, the specific requirements for responsibility and capacity.Ø We also talked about the detail requirement for other positions.Through our survey work for customer needs, we got the human resource requirement listed below:DepartmentPositionDegreeMajorGenderNumberJob requirementsB03 managementPMMaster or aboveIT relatedUnlimited35 years experience on IT project management Development departmentPLBachelorComputer application relatedUnlimited63 years experience on project development management Development departmentSEBachelorComputer application relatedUnlimited63 years experience on development technology managementDevelopment departmentModule designerBachelorComputer application relatedUnlimited203 year or more experience on framework design or module implementationDevelopment departmentProgrammerBachelorComputer application relatedUnlimited1401 - 3 years experience on coding with C+/C/JAVA/C# languageTesting departmentGroup leaderBachelorComputer application relatedUnlimited33 years experience on project testing management Testing departmentTesterBachelorComputer application relatedUnlimited181 - 3 years experience on testingQuality managementQAMaster or aboveIT relatedUnlimited31 - 3 years experience on QA or QCTable 1: Human resource requirementAt the same time, in order to look at our PTA groups daily work, including workflow and effect, we joined some questions in the candidate written examination paper for investigation.We designed a few questions like:Ø Where do you get this position recruitment information of hiSoft?Ø Where do you normally receive recruitment information?Ø How do you usually start looking for a new job?Ø Have you hear about the hiSoft company before?During two weeks we collected 70 questionnaires from candidates and found that:Ø Login recruiting website and update resume is only one kind of means for candidates to start finding a new job.Ø Lots of people get position information from introduction by friends or colleagues.Ø Software engineers usually acquire the enterprise information from Internet, like evaluation and employing information.2.2.3 SWOT analysisTo draw a clear picture of our company and the environment around it, we make the SWOT analysis.StrengthsWeaknessesü Shenzhen is one of the most famous outsourcing cities in Chinaü hiSoft is the Top3 in Chinese outsourcing industryü Our Clients are having influence, just like Huawei, HP, IBM, UBS etc.ü Professional recruiting team which is independent like HR Departmentü hiSoft Shenzhen Branch Office was founded just in 2007 without a high publicityü Benefits is much more than salary which isnt accepted by every candidateü Heavy working pressure in projects and the working location is always in clients officeü The recruiting channels are limited, just like some famous recruiting websiteOpportunitiesThreatsü A number of project can be outsourced in most industriesü Employees will contact with various areas and to learn much more skillsü The entrance of the employment is relative lowü Too many competitorsü Some of the competitors can apply better salariesü The candidates dont know the outsourcing industry and our company enough and doubt about the stability of our projectsTable 2: SWOT analysisThe SWOT shows that there are four reasons for the low efficiency of recruitment and the shortage of qualified people: first is that the companies which locate in Shenzhen are not famous as companies in other place; second is that stress of the client and the work region, third is the salary of the job, and the last one is the shortage of enough candidates. 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