BS ISO 30405-2016 Human resource management Guidelines on recruitment《人力资源管理 招聘指南》.pdf

《BS ISO 30405-2016 Human resource management Guidelines on recruitment《人力资源管理 招聘指南》.pdf》由会员分享，可在线阅读，更多相关《BS ISO 30405-2016 Human resource management Guidelines on recruitment《人力资源管理 招聘指南》.pdf（30页珍藏版）》请在麦多课文档分享上搜索。

1、BS ISO 30405:2016Human resource management Guidelines on recruitmentBSI Standards PublicationWB11885_BSI_StandardCovs_2013_AW.indd 1 15/05/2013 15:06BS ISO 30405:2016 BRITISH STANDARDNational forewordThis British Standard is the UK implementation of ISO 30405:2016. The UK participation in its prepar

2、ation was entrusted to Technical Committee HCS/1, Human Capital.A list of organizations represented on this committee can be obtained on request to its secretary.This publication does not purport to include all the necessary provisions of a contract. Users are responsible for its correct application

3、. The British Standards Institution 2016.Published by BSI Standards Limited 2016ISBN 978 0 580 87974 6 ICS 03.100.30 Compliance with a British Standard cannot confer immunity from legal obligations.This British Standard was published under the authority of the Standards Policy and Strategy Committee

4、 on 30 September 2016.Amendments/corrigenda issued since publicationDate T e x t a f f e c t e dBS ISO 30405:2016 ISO 2016Human resource management Guidelines on recruitmentManagement des ressources humaines Lignes directrices relatives au recrutementINTERNATIONAL STANDARDISO30405First edition2016-0

5、9-01Reference numberISO 30405:2016(E)BS ISO 30405:2016ISO 30405:2016(E)ii ISO 2016 All rights reservedCOPYRIGHT PROTECTED DOCUMENT ISO 2016, Published in SwitzerlandAll rights reserved. Unless otherwise specified, no part of this publication may be reproduced or utilized otherwise in any form or by

6、any means, electronic or mechanical, including photocopying, or posting on the internet or an intranet, without prior written permission. Permission can be requested from either ISO at the address below or ISOs member body in the country of the requester.ISO copyright officeCh. de Blandonnet 8 CP 40

7、1CH-1214 Vernier, Geneva, SwitzerlandTel. +41 22 749 01 11Fax +41 22 749 09 47copyrightiso.orgwww.iso.orgBS ISO 30405:2016ISO 30405:2016(E)Foreword ivIntroduction v1 Scope . 12 Normative references 13 Terms and definitions . 14 Recruitment guidelines . 34.1 General . 34.2 Potential talent pool . 44.

8、3 Talent pool 44.3.1 General 44.3.2 Identify and/or confirm characteristics of the vacancy/opening . 44.3.3 Create recruitment plan 54.3.4 Internal talent pool 64.3.5 External talent pool . 74.3.6 Tools to assist in the recruitment workflow 74.4 Applicant pool 74.5 Candidates for further assessment

9、84.6 Candidate management . 84.7 Pre-boarding . 94.8 Boarding 105 Measurement, analysis and improvement .105.1 General 105.2 Measurement process 115.3 Analyse results . 115.4 Improvement . 11Annex A (informative) Employer brand and recruitment .13Annex B (informative) Commonly used recruitment metri

10、cs .15Annex C (informative) Commonly used tools for sourcing/recruitment/search 17Annex D (informative) Commonly used tools for recruitment workflow .18Bibliography .19 ISO 2016 All rights reserved iiiContents PageBS ISO 30405:2016ISO 30405:2016(E)ForewordISO (the International Organization for Stan

11、dardization) is a worldwide federation of national standards bodies (ISO member bodies). The work of preparing International Standards is normally carried out through ISO technical committees. Each member body interested in a subject for which a technical committee has been established has the right

12、 to be represented on that committee. International organizations, governmental and non-governmental, in liaison with ISO, also take part in the work. ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of electrotechnical standardization.The procedures u

13、sed to develop this document and those intended for its further maintenance are described in the ISO/IEC Directives, Part 1. In particular the different approval criteria needed for the different types of ISO documents should be noted. This document was drafted in accordance with the editorial rules

14、 of the ISO/IEC Directives, Part 2 (see www.iso.org/directives).Attention is drawn to the possibility that some of the elements of this document may be the subject of patent rights. ISO shall not be held responsible for identifying any or all such patent rights. Details of any patent rights identifi

15、ed during the development of the document will be in the Introduction and/or on the ISO list of patent declarations received (see www.iso.org/patents).Any trade name used in this document is information given for the convenience of users and does not constitute an endorsement.For an explanation on t

16、he meaning of ISO specific terms and expressions related to conformity assessment, as well as information about ISOs adherence to the World Trade Organization (WTO) principles in the Technical Barriers to Trade (TBT) see the following URL: www.iso.org/iso/foreword.html.The committee responsible for

17、this document is Technical Committee ISO/TC 260, Human resource management.iv ISO 2016 All rights reservedBS ISO 30405:2016ISO 30405:2016(E)Introduction0.1 GeneralRecruitment is a major part of human resource management, including the necessary activities an organization undertakes to attract, sourc

18、e, assess and employ people. The activities that comprise recruitment also overlap, to some degree, with those that comprise staffing, but the prime focus of this document is on recruitment.The impact of recruitment on organizational performance was noted in a survey conducted of 4 288 executives fr

19、om 102 countries by the World Federation of People Management Association (WFPMA), which showed that organizations ranked in the top 20 % in terms of ability to deliver on recruiting experienced up to 3,5 times the revenue growth and as much as twice the average profit margin of other organizations.

20、This document aims to help organizations focus and deliver on recruitment performance objectives by providing guidance on effective processes and procedures necessary for the recruitment of people.0.2 Relationship with human resource management in the context of the organizationThe recruitment proce

21、ss begins when a requisition is approved. Recruitment is designed to attract, source, assess and employ people to carry out an organizations activities. Figure 1 illustrates the overall recruitment process.Figure 1 Recruitment process within organizationsFigure 1 highlights the fundamental role of t

22、he employer brand, recruitment work and the four critical elements (attract, source, assess and employ people) that influence the quality and quantity of people available to the organization. This in turn affects human resource management outcomes, ultimately affecting the organizations performance.

23、0.3 Using this document ISO 2016 All rights reserved vBS ISO 30405:2016ISO 30405:2016(E)This document provides guidance to those people responsible for recruiting. Clause 4 describes both processes and procedures, as well as the relevant criteria one can use to attract, source, assess and employ peo

24、ple in the organization. Clause 5 provides guidelines for measurement, analysis and improvement for assessing the efficiency, effectiveness and impact of the recruiting process.NOTE In some countries, permission is required when using or retaining personal data from applicants/candidates.vi ISO 2016

25、 All rights reservedBS ISO 30405:2016INTERNATIONAL STANDARD ISO 30405:2016(E)Human resource management Guidelines on recruitment1 ScopeThis document provides guidance on how to attract, source, assess and recruit people. It focuses on key processes and practices, including: recruitment policy develo

26、pment; the flow from the sourcing of potential applicants to the boarding of new recruits; evaluation and measurement.This document can be used by any organization regardless of type or size.NOTE In larger organizations, the recruitment function is typically carried out by human resource professiona

27、ls or recruitment experts. In smaller organizations, recruitment can be performed by people without formal human resource training or experience. This document can be used by anyone performing this function, as well as human resource educators and consultants who determine, analyse and report on rec

28、ruitment.2 Normative referencesThere are no normative references in this document.3 Terms and definitionsFor the purposes of this document, the terms and definitions given in ISO 30400 and the following apply.ISO and IEC maintain terminological databases for use in standardization at the following a

29、ddresses: ISO Online browsing platform: available at http:/www.iso.org/obp IEC Electropedia: available at http:/www.electropedia.org/3.1applicantperson who is interested in and who has applied for a job3.2applicant poolpeople who have formally applied for a specific job3.3assess (verb)ascertain work

30、-related knowledge, skills, abilities or other characteristics of an individual or group of individuals3.4assessmentsystematic method and procedure for ascertaining work-related knowledge, skills, abilities or other characteristics of people or a group of people, or the performance of people or a gr

31、oup of peopleEXAMPLE Tests, assessment centres, instruments or tools used to assess (3.3) people in workplace contexts.SOURCE: ISO 10667-1:2011, 2.2, modified ISO 2016 All rights reserved 1BS ISO 30405:2016ISO 30405:2016(E)3.5attract (verb)generate and induce interest of the potential targeted appli

32、cants (3.1)3.6boardingactivities following pre-boarding (3.13), which typically occur on the first day of workNote 1 to entry: The recruitment (3.14) process ends when the candidate (3.7) reports for work and the requisition (3.15) is closed. The candidate becomes an employee on the first day he/she

33、 reports for work. On-boarding commences after the candidate reports to work, and is considered a separate process.3.7candidateapplicant (3.1) who is interested in and qualified for a job, and who is of interest to the organization3.8employ (verb)engage the services of a person, or put a person to w

34、ork3.09employer brandorganizations reputation and differentiating characteristics as an employer within and outside the organization3.10job descriptionlist of specific or general tasks, or functions, and goals or responsibilities of a position, as well as organizational conditions under which those

35、tasks and functions are to be performedNote 1 to entry: A job description can include the organizational structure.3.11person specificationjob specificationknowledge, skills, abilities and other characteristics needed by a person to perform the job3.12potential talent poolpeople who have, or who can

36、 develop, the knowledge, skills, abilities or other characteristics to perform a specific function for the organization, regardless of whether they would ever apply to work for the organizationNote 1 to entry: Members of the potential talent pool can move to the talent pool (3.20) if they develop th

37、e knowledge, skills, abilities or other characteristics that they do not currently possess.3.13pre-boardingactivities necessary to move a candidate (3.7) from accepting an offer to the first day of employment3.14recruitmentprocess of sourcing (3.16), attracting (3.5), assessing (3.3) and employing (

38、3.8) talent (3.18) for an existing or new position within the organization3.15requisitionrequest to recruit people3.16source (verb)identify a pool of potential applicants (3.1)2 ISO 2016 All rights reservedBS ISO 30405:2016ISO 30405:2016(E)3.17succession planprocess for identifying and developing cu

39、rrent employees with the potential to fill key positions in the organization3.18talentperson who has or can develop the knowledge, skills, abilities or other characteristics to perform a function, job or role, as required3.19talent mappingdiagramming the skills, knowledge, abilities of individuals o

40、r teams in relevant positions in other organizations3.20talent poolidentified group of people who possess the knowledge, skills, abilities and other characteristics for a specific jobNote 1 to entry: Members of the potential talent pool (3.12) can move to the talent pool if they develop the knowledg

41、e, skills, abilities or other characteristics that they do not currently possess.4 Recruitment guidelines4.1 GeneralThis clause provides the processes and practices necessary for the recruitment of people for a vacant position. These guidelines can help organizations to attract, source, assess and e

42、mploy people efficiently and effectively. Figure 2 illustrates the recruitment process, including critical elements and major activities.NOTE Based on Reference 6Figure 2 Recruitment process as a talent supply chainAttracting describes the overall process of generating and inducing interest amongst

43、suitable applicants for potential employment opportunities in the organization. Sourcing is the process of generating a pool of applicants. Assessing is the evaluation of knowledge, skills, abilities and other characteristics in order to perform a job. Employing is the process of moving the desired

44、candidate into employment. Some of the activities associated with each function overlap other functions. Recruitment activities should be aligned to the talent flow to help ensure the candidate experience is positive. ISO 2016 All rights reserved 3BS ISO 30405:2016ISO 30405:2016(E)4.2 Potential tale

45、nt poolThe purpose of identifying a potential talent pool is to create awareness about the organization (employer brand) and to attract the interest of potential applicants. This stage of the recruitment process does not typically identify characteristics of specific vacancies or open positions. Emp

46、loyer branding reflects an organizations past, current and desired future reputation as a place to work, as well as the image it projects. The goal of these activities is to assist in moving potential talent to the talent pool. A key activity is to articulate and communicate relevant information to

47、current employees and prospective applicants, and to ensure that it is consistent to both.Employer brand refers to the perceptions people have about an organization as an employer. The employer brand affects an organizations ability to attract people and engage and retain current employees.Communica

48、tions about the employer brand can include (but are not limited to) the following: a description of the organizations purpose, strategy, culture and values; a description of the tangible and intangible rewards employees receive in return for their contributions.For more information on the employer b

49、rand, see Annex A.4.3 Talent pool4.3.1 GeneralThe talent pool consists of people who possess the knowledge, skills, abilities and other characteristics for a specific job. The goal of the recruitment activities pertaining to the talent pool include: alerting current employees to job opportunities within an organization; informing non-employees that jobs are available.This clause provides guidance on activities and necessary decisions to move people from the talent pool to the applicant pool.NOTE The talent pool is sometim