BS 8877-2011 Online recruitment Code of practice《网上招聘 实施规范》.pdf

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1、raising standards worldwideNO COPYING WITHOUT BSI PERMISSION EXCEPT AS PERMITTED BY COPYRIGHT LAWBSI Standards PublicationBS 8877:2011Online recruitment Code ofpracticePublishing and copyright informationThe BSI copyright notice displayed in this document indicates when the documentwas last issued.

2、BSI 2011ISBN 978 0 580 71046 9ICS 03.100.30The following BSI references relate to the work on this standard:Committee reference SVS/9Draft for comment 11/30218702 DCPublication historyFirst published September 2011Amendments issued since publicationDate Text affectedBS 8877:2011 BRITISH STANDARDCont

3、entsForeword iiIntroduction iii1 Scope 12 Normative references 13 Terms and definitions 14 Recommendations for online recruitment practice and process 2Bibliography 6Summary of pagesThis document comprises a front cover, an inside front cover, pages i to iv,pages 1 to 6, an inside back cover and a b

4、ack cover.BRITISH STANDARD BS 8877:2011 BSI 2011 iForewordPublishing informationThis British Standard is published by BSI and came into effect on 31 September2011. It was prepared by Technical Committee SVS/9, Recruitment services. A listof organizations represented on this committee can be obtained

5、 on request toits secretary.Use of this documentAs a code of practice, this British Standard takes the form of guidance andrecommendations. It should not be quoted as if it were a specification andparticular care should be taken to ensure that claims of compliance are notmisleading.Any user claiming

6、 compliance with this British Standard is expected to be able tojustify any course of action that deviates from its recommendations.Presentational conventionsThe provisions in this standard are presented in roman (i.e. upright) type. Itsrecommendations are expressed in sentences in which the princip

7、al auxiliaryverb is “should”.Commentary, explanation and general informative material is presented insmaller italic type, and does not constitute a normative element.Contractual and legal considerationsThis publication does not purport to include all the necessary provisions of acontract. Users are

8、responsible for its correct application.Compliance with a British Standard cannot confer immunity from legalobligations.1 Data Protection Act, 1998. http:/www.legislation.gov.uk/2 Freedom of Information (Scotland) Act 2002. http:/www.legislation.gov.uk/3 Freedom of Information Act 2000. http:/www.le

9、gislation.gov.uk/BRITISH STANDARDBS 8877:2011ii BSI 2011IntroductionThis voluntary British Standard codifies best practice for all those operating inthe online recruitment sector.It forms a foundation for an organizations online strategy which aims to benefitthe recruiter, candidate and suppliers in

10、volved in the process.Online recruitment, also known as e-recruitment, is the integration of onlineand offline technologies to support elements of the recruitment cycle. There aremany vendors of software solutions (e.g. Applicant Tracking Systems ATS,Recruitment Management Systems RMS) available to

11、help businesses run theirend-to-end recruitment processes almost exclusively online.The internet has enabled the development of new channels for employers andpotential employees to make contact with technology available to seek and postvacancies and distribute through third party media for example j

12、ob boards,mobile technology, social media and for applicants to search for vacancies, benotified about roles by email, and to apply online. Candidates are able toupload their CV speculatively onto searchable databases for potential employersto search.Online recruitment has grown and continues to do

13、so as employers andrecruiters awareness of the benefits increases. Advertising and recruitmentcosts, administration and time to hire can all be reduced as businesses learn tostreamline and automate relevant processes. Effective use of the internet canalso widen the populations that a recruiter can s

14、elect from, improving diversity.Additionally, employers are increasingly aware that poor performance inrecruitment markets can affect the company brand, and companies are morealert to the need to align their recruitment processes with their overall brandingstrategy. Companies are investing in techno

15、logy and processes to increasinglytreat their applicants like consumers.This British Standard is not intended to detail any of the legal obligationsrelevant to recruiters and service providers in the recruitment arena. It isassumed that processes and procedures are followed that comply with allrelev

16、ant legislation including:Data Protection legislation;Discrimination legislation, including Accessibility;Legislation relating to eligibility of employment in the UK;Employment Agencies Act 1973;The Conduct of Employment Agencies and Employment Businesses Regulations2003.BRITISH STANDARD BS 8877:201

17、1 BSI 2011 iiiBRITISH STANDARDBS 8877:2011This page deliberately left blankiv BSI 20111 ScopeThis British Standard gives recommendations for online recruitment and isapplicable to all methods of candidate attraction, screening, storage andselection using internet-based technology up to the point of

18、offer or rejection.This British Standard codifies good practice for delivery of online recruitment(direct or outsourced) and identifies the roles and responsibilities of thoseinvolved. This British Standard seeks to encourage increased transparency andimprovement of the candidate experience.Social m

19、edia is increasingly being used by organizations to build communitieswith forums, groups and networking opportunities. Whilst one aim of thesecommunities might be communicating with potential employees, by alsooffering information for jobseekers, it is networking rather than onlinerecruitment and as

20、 such social media is not covered in this code of practice.2 Normative referencesThe following referenced documents are indispensable for the application ofthis document. For dated references, only the edition cited applies. For undatedreferences, the latest edition of the referenced document (inclu

21、ding anyamendments) applies.BS 8878, Web accessibility Code of practice3 Terms and definitionsFor the purposes of this British Standard, the following terms and definitionsapply.3.1 aggregatorstechnology that collates vacancies advertised on the internet from multipleonline sources which can be pres

22、ented on a website3.2 applicant tracking system (ATS)software application that enables the electronic handling of candidates CVs,profiles, data and communications, and the tracking of candidates through therecruitment process3.3 candidateindividual seeking employmentNOTE Sometimes referred to as “ap

23、plicant” or “job seeker”.3.4 candidate databasestoring of candidates CVs and other personal data3.5 clientany recruiting organization3.6 CVany candidate information which supports an application3.7 job boardonline publisher of job advertisementsNOTE Job boards may also incorporate either in part or

24、fully elements of applicanttracking systems, candidate database (3.4) and online recruitment (3.8).BRITISH STANDARD BS 8877:2011 BSI 2011 13.8 online recruitmentprocesses of advertising vacancies, attracting candidates (filling a vacancy eitherproactively or reactively) and, where appropriate, scree

25、ning applicants andprogressing applications using online technologiesNOTE Also known as “e-recruitment”.3.9 parsing softwarereformats CVs into defined fieldsNOTE Parsing software is often used by job boards to match candidates to jobs,and recruiters to match candidates to vacancies.3.10 psychometric

26、 testingprovides psychological assessment of an individual and their applicability for arole based on answers to a series of questions prepared by psychologists3.11 recruiteremployer, employment agency or employment business using online recruitmentservices to find candidates3.12 recruitment agencyr

27、ecruitment business, including recruitment process outsourcers, supplyingpermanent or temporary staff acting on behalf of a recruiting organizationand/or candidateNOTE 1 Also known as “employment business” when supplying temporary staff.NOTE 2 An employment agency introduces candidates or jobseekers

28、 to a client whothen employs them directly (often referred to as “permanent recruitment”) while anemployment business engages workers directly and supplies their services to a clientwho directs or control them in the course of their work (often referred to as“temporary recruitment”).3.13 skills test

29、ingonline testing used in the recruitment process tests a persons ability to use, forexample, word processing software and provides information based on what acandidate knows and dexterity4 Recommendations for online recruitment practiceand process4.1 Website ownerThe website owner should have a pro

30、cess in place and delegate responsibilitywithin the organization to ensure:a) that all vacancies advertised are live and accurate;b) that relevant contact information is easily available, up-to-date and detailshow the enquiry is to be responded to;c) that either the employer or the website owner ack

31、nowledges receipt of acandidates CV when applying for a role;d) that candidate is informed of how the data provided is used;e) candidates are informed of the full process for storing their CV online and,where practicable, notified if their CV or personal details have been viewedor downloaded from or

32、 by a third party;f) their websites meet the recommendations of BS 8878;BRITISH STANDARDBS 8877:20112 BSI 2011g) candidates are informed of their application status at each relevant stage ofthe process;h) candidates are informed of any details regarding the storage of their CV, inthe event of a unsu

33、ccessful application;i) common industry jargon and acronyms are avoided in advertisements unlessthis is absolutely necessary for the role;j) where possible, appropriate information is provided in each vacancy postinge.g. corporate recruitment guidelines, application process, application closedates,

34、etc.;NOTE See also Regulation 27 under the Conduct Regulations 4.k) when designing online recruitment strategy, consideration is given to theproper integration with other recruitment methods where appropriate, suchas ATS or bespoke/internal recruitment systems so that end to end processworks in harm

35、ony;l) all personal data and CVs are stored in an appropriate manner and there isthe ability to remove out-of-date information; andm) there is a complaints policy which is communicated to and accessible bycandidates.NOTE See BS ISO/IEC 27001 and BS 10012 for further information on securitymanagement

36、 systems.4.2 Candidate databaseThe candidate should be asked to read and accept the CV database ownersterms and conditions of use before being permitted to upload their personalinformation.Candidate database owners should have in place a procedure to obtain thecandidates agreement to continue holdin

37、g or automatically delete thecandidates details.NOTE Attention is drawn to the Data Protection Act, 1998 1 and The Freedom ofInformation Act 2 and 3.A process should be in place to ensure that the express permission of the CVowner is obtained before the CV is made available for access, downloaded or

38、exported to another country.If a candidates data is to be processed or accessible outside of the EU it shouldbe explicitly stated within the terms and conditions that the candidate accepts.Organizations should have a data security policy which includes virus protection.NOTE See BS ISO/IEC 27001 and

39、BS 10012 for further information on securitymanagement systems.4.3 Recruitment advertisements placed by third partiesRecruitment adverts should accurately reflect the information provided by theclient and align with confirmed instructions from a client.At the time at which an advert is placed, the v

40、acancy should be live.Procedures should be in place for the systematic removal of adverts once filledor no longer available.Clients instructions should be recorded so, if necessary, it can be demonstratedthat an advert is accurate and that authority has been given by the client toadvertise the posit

41、ion.BRITISH STANDARD BS 8877:2011 BSI 2011 34.4 Selection and screening and other online recruitment servicesA recruiter should:a) communicate the online application and screening process(es) and relevantdata storage information clearly to the candidate; andb) ensure that assessment participants hav

42、e given appropriate informedconsent based on a clear understanding of what is expected of them andwhat then happens.NOTE Note See also BISs e-recruitment projects in the public sector 5;4.5 Monitoring usage and evaluation of serviceCOMMENTARY ON 4.5Monitoring and evaluation of services allows provid

43、ers to assess the effectiveness ofthose services as well as ensuring compliance with the standard.Service providers should have a mechanism for collecting feedback from users(candidates, recruiters, clients) of the service. Feedback should be used toimprove service provision and communication with u

44、sers.Where feedback relates to an element of the service that is under the control ofa third party, it should be sent to them for action where appropriate. Usersshould be informed when this is the case.A formal complaints procedure should be provided which is clearly explainedand easily accessible t

45、o users.The complaints procedure should include:a) a description of its purpose and scope;b) details of the methodology for making the complaint;c) information about how the complaint is dealt with;d) a process for keeping the complainant informed of the status of thecomplaint;e) details of who is r

46、esponsible for handling the complaint;f) details of the actions to be taken to resolve the complaint; andg) details of any corrective action to be taken.4.6 ContactIn order to maintain momentum in the recruitment process and to try to ensurethat candidates receive timely responses and feedback, ther

47、e should be triggersbuilt into any recruitment management system (RMS or ATS). These should flagto users of the system, typically recruiters or hiring managers, when candidateshave remained at a particular stage for a pre-determined length of time so thataction can be taken to reduce the likelihood

48、of bottlenecks occurring.The recruiter should inform the candidate of their success and the timings ofpotential next steps, or be declined, within a reasonable time.A process should be in place to ensure that the candidates consent has beenobtained to send their CV onto 3rd parties.Organizations res

49、ponsible for processing candidate information should ensurethat all their stages of the online recruitment process, tracked documented andcommunicated where appropriate.NOTE Examples include:a) the date the CV was received;BRITISH STANDARDBS 8877:20114 BSI 2011b) details of the companies the candidates data was sent to;c) dates and time of communications;d) acknowledgement of right to hold their personal data; ande) details of any data retention.4.7 Selection toolsWhen using industry recognised selection tools to enhance an