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Learning Outcomes (学习目标)

• Identify different ways that labour markets can be identified and approached (识别并接触劳动力市场的不同方式)
• Discuss advantages and disadvantages of internal and external recruiting (讨论内部与外部招聘的利弊)
• Specify three internal sources for recruiting and issues associated with their use (说出三种内部招聘来源及相关问题)
• List and briefly discuss five external recruiting sources (列出并简述五种外部招聘来源)
• Explain why Internet recruiting has grown and how employers are conducting it (解释网络招聘为何增长以及雇主如何进行)
• Discuss three factors to consider when evaluating recruiting efforts (讨论评估招聘成效的三个因素)

1. Recruitment (招聘)

1.1 定义

• Recruitment (招聘) is the process of generating a pool of qualified applicants for organisational jobs (为组织职位产生合格申请人池的过程)。
• 它把 employers with jobs to fill (有空缺要填补的雇主) 与 individuals seeking jobs (求职者) 联系在一起，整个过程叫 recruitment process (招聘流程)。
• Tutor 的例子：tutor 的公司做 engineering services (工程服务)，有一个 technician (技术员) 的 vacancy (空缺)，希望联系到正在找工作的人。

1.2 Strategic recruiting (战略招聘)：HR manager 要做到

• Know the industry and have access to qualified employees (了解行业，能接触合格人才)：招 technician 不能去 School of Business (商学院) 找人，他们没有 electrical engineering (电气工程) 背景。
• Identify keys to success in the labour market (找出劳动力市场中的成功关键)：知道要招有 electrical (电气)、power (电力) 或 engineering (工程) 背景的人后，就去 SIM 的 School of Engineering (工程学院) 找想进入电力行业的 fresh grads (应届毕业生)。
• Cultivate networks and relationships with prospective employees (与潜在员工培养人脉关系)：一年 365 天都要让目标人群认识公司，例如参加学校的 career fair (招聘会) 展示公司。
• Promote the company brand (推广公司品牌)。
• Measure the effectiveness of recruiting efforts (衡量招聘成效)：用 formulas (公式) 和 metrics (指标) 衡量 HR 推出的各项招聘工作。
• Recruiting should be viewed as part of strategic HR planning (招聘应被视为战略人力规划的一部分)。
• Strategic recruiting stages (战略招聘阶段)：HR planning (人力规划) → Organisational responsibilities (组织职责) → Strategic recruiting decisions (战略招聘决策) → Recruiting methods (招聘方法)。
• Labour market components (劳动力市场层次，由大到小)：Labour force population (劳动力人口) → Applicant population (申请人群体) → Applicant pool (申请人池) → Individuals selected (被录用者)。

1.3 Strategic recruiting decisions (六项战略招聘决策)

公司在发布职位或开始招人之前就要做的重要选择：

Decision (决策)	要问的问题与例子
Organisation-based vs outsourced (自行招聘还是外包)	公司有没有自己的 HR team (人力资源团队) 来招聘？没有的话，可能用 external agency (外部机构)，例如 private recruitment agency (私人招聘公司)。
Recruiting presence (招聘渠道与曝光)	在哪里、用什么方式推广职位才能接触到 target audience (目标人群)：LinkedIn (领英)、job website (求职网站)、campus career fair (校园招聘会)、social media (社交媒体，如 TikTok 抖音)；Gen Z (Z 世代) 常在 Telegram、WeChat (微信)、WhatsApp 上找工作。
Training of recruiters (招聘人员的培训)	现有 HR 员工能不能胜任，还是要培训才能招到更好的候选人？
Staffing needs (用人需求)	需要多少人、什么角色？例：公司既要 technician (技术员) 也要一名 in-house staff (内部职员)，共 2 个 openings (空缺)、2 个 roles (角色)、2 个人。
Regulatory requirements (法规要求)	新加坡的规定，如 fair hiring (公平招聘)，以及 work permit requirement (工作准证要求)，例如 EP (Employment Pass，就业准证)、SP (S Pass，S 准证)。开始招聘前就要清楚。
Recruiting non-traditional workers (招聘非传统员工)	要不要请 part-timers (兼职人员)、freelancers (自由职业者)、remote workers (远程员工)？全职员工成本高，非传统员工可 pay per use (按需付费)，节省很多成本。

1.4 Factors affecting recruiting efforts (影响招聘的因素)

Characteristics of organisation (组织特征)、Labour market conditions (劳动力市场状况)、How recruiting is done (招聘方式)、Characteristics of job (职位特征)、Working conditions, salary and benefits (工作条件、薪资与福利)、Organisation policies (组织政策)、Organisation growth (组织增长)、Government policy and laws (政府政策与法律)、Recruiting costs (招聘成本)。

2. Internal vs External Recruiting (内部与外部招聘)

	Advantages (优点)	Disadvantages (缺点)
Internal source (内部来源)	• Boost morale of promotee (提振晋升者士气) • Knowledge of existing employee performance (了解现有员工绩效) • Recruiting costs are lower for some jobs (部分职位招聘成本较低) • Candidates' knowledge of the organisation (候选人熟悉组织) • Opportunity to develop mid- and top-level managers (培养中高层管理者的机会)	• Potential "inbreeding" results (可能造成近亲繁殖) • Possible inferiority of internal candidates (内部候选人可能较差) • Those not promoted may experience morale problems (未获晋升者可能士气低落) • Employees may engage in 'political' infighting for promotions (员工可能为晋升搞政治内斗)
External source (外部来源)	• New "blood" brings new perspectives (新鲜血液带来新视角) • Training new hires is cheaper and faster because of prior experience (新员工有经验，培训更便宜更快) • The new hire has no group of "political supporters" in the organisation (新员工在组织内没有政治派系) • The new hire may bring new industry insights (新员工可能带来行业新见解)	• The firm may not select someone who will fit the job or the organisation (可能选到不适合岗位或组织的人) • The process may cause morale problems for internal candidates not selected (可能令落选的内部候选人士气低落) • The new employee may require a longer adjustment or orientation time (新员工可能需要更长的适应或入职引导时间)

April 2026 Q3(b)(i) 问内部招聘的 FOUR (4) disadvantages (8 marks)，每点要有约两句解释，并联系案例 (例如 ByteDance 字节跳动把职位挂在自己的 career page 招聘页面)。

3. Recruiting Sources (招聘来源)

Internal recruiting methods (内部招聘方法)：

• Employee databases (员工数据库)
• Job posting (内部职位公告)
• Promotions and transfers (晋升与调动)
• Current employee referrals (现有员工推荐)
• Re-recruiting of former employees and applicants (重新招募前员工与前申请人)

External recruiting methods (外部招聘方法)：

• Schools, colleges and universities (中学、学院与大学)
• Employment agencies and headhunters (职业介绍所与猎头)
• Professional and trade associations (专业与行业协会)
• Advertisements (广告)
• Job fairs and special events (招聘会与特别活动)
• Unsolicited applicants (主动投递者)

学习目标写 three internal sources (三种内部来源) 与 five external sources (五种外部来源)，但 slides 实际列了五项内部、六项外部。题目问几个就写几个，每个一句解释。

4. Internet Recruiting (网络招聘)

即用 online platforms (线上平台) 招人。

4.1 Common sites (常见渠道)

Site (渠道)	说明与例子
Internet job boards (网络招聘网站)	公司发布职位的求职网站。新加坡常见：JobStreet、Indeed、Glassdoor。
Professional/career websites (专业或职业网站)	专业人士联系和找工作的平台，典型例子 LinkedIn (领英)。
Employer websites (雇主官网)	公司自己的网站设有 career page (招聘页面)，求职者可以查看公司有哪些空缺。

4.2 Advantages and disadvantages (优点与缺点)

Advantages (优点)	Disadvantages (缺点)
Employers save money (节省费用)：比传统招聘便宜，在 The Straits Times (海峡时报) 等报纸登招聘广告很贵；也减少 travelling (出差奔波)。	Employers may get more unqualified applicants (收到更多不合格申请)：可能收到三四千份简历，部门只有两个人筛选，很难 filter (筛出) 对的人。
Employers save time (节省时间)：发布职位和收到申请都更快，一按 submit (提交) 或 publish (发布)，新加坡以至海外有网络的人都能看到。	Some applicants may have limited internet access (部分申请人上网受限)：有些人没有网络或缺乏 digital skills (数字技能)，例如来自 developing countries (发展中国家) 的人。
Expanded pool of applicants (扩大申请人池)：网上能接触更多人，bigger talent pool (更大的人才库)。	Might violate privacy norms (可能违反隐私规范)：个人资料在网上有被 misuse (滥用) 的风险。

5. Evaluating and Improving Recruiting (评估与改进招聘)

5.1 Areas that can be measured (可衡量的招聘指标)

• Quantity of recruits (招聘数量)
• Quality of recruits (招聘质量)
• Time required to fill openings (填补空缺所需时间)
• Cost of recruiting (招聘成本)
• Satisfaction of parties involved (相关各方满意度)：HR manager (人力资源经理)、line manager (直线经理) 和 newly joined employee (新入职员工) 的满意度

5.2 Technology-aided approaches (四种技术辅助方法)

用技术让招聘 better, faster and easier (更好、更快、更容易)：

Approach (方法)	解释
Resume mining (简历挖掘)	Software (软件) 帮助从三四千份简历中搜索、找出合适的候选人。
Applicant tracking system (申请人追踪系统)	在招聘过程中 track and manage applicants (追踪与管理申请人)：有没有交简历、什么时候交、有没有交 qualifications (学历证书) 和 supporting documents (证明文件)。
Employer career websites (雇主招聘网站)	公司用自己的网站 attract (吸引) 求职者，并告知公司有哪些职位。
Internal mobility (内部流动)	用技术帮助员工在公司内部转到新角色。例：tutor 是 SIM 的 part-time lecturer (兼职讲师)，资料在 SIM 的 HR system (人力资源系统) 里；有 full-time position (全职职位) 时，系统找出符合条件的人，再询问是否有兴趣转岗。

5.3 Non-technical issues (四个非技术因素)

Slides 原句	简写与解释
Personable recruiters who communicate well with applicants (亲切、善于与申请人沟通的招聘人员)	Friendly recruiter (友善的招聘人员)：态度好、沟通清楚。
Emphasising positive aspects of the job and the employer within a realistic job preview (在真实工作预览的范围内强调工作与雇主的优点)	Highlight job positives but be honest (突出优点但要诚实)：展示好的一面但不能说谎。例：候选人问周末或下班后要不要工作，HR 说不用，入职后却要周末上班，公司形象很差，新员工可能直接辞职。
Fair and considerate treatment of applicants in the recruiting process (在招聘过程中公平、体贴地对待申请人)	Treat applicants fairly (公平对待申请人)：尊重并公平对待所有候选人。
Enhancing applicants' perceived fit with the organisation (提升申请人对自己与组织契合度的感知)	Make candidates feel they fit (让候选人觉得自己合适)：让申请人感到自己属于这家公司。

6. 往年试题与课堂练习

6.1 July 2026 Q2 (课堂练习题)

• Q2(a) (9 marks)：Describe briefly THREE (3) advantages and THREE (3) disadvantages of using Internet recruiting. (简述网络招聘的三个优点和三个缺点。)
• Q2(b)(i)：FOUR (4) technology-aided approaches companies can adopt to enhance the recruitment effort (提升招聘成效的四种技术辅助方法)；(b)(ii)：FOUR (4) non-technical areas (四个非技术方面) (共 6 marks)。
• Q2(c) (4 marks)：FOUR (4) other recruitment metrics besides time to fill (除填补时间外的四个招聘指标)。Tutor 的参考答案：quantity of recruits (数量)、quality of recruits (质量)、cost of recruiting (成本)、satisfaction of parties involved (各方满意度)。
• 批改说明：只写 save money、save time、reach a larger pool of applicants 三个名称能拿到名称分；要满分还需要每点简短描述。满分示例：reach out to more job seekers (接触更多求职者)、cost less than traditional methods (成本低于传统方式)、employers can quickly check applicant information (雇主能快速查看申请人资料)。Non-technical areas (非技术方面) 拆成 friendly recruiter、highlight job positives、treat applicants fairly、make candidates feel they fit 四点再简短解释，是典型满分答案。

6.2 April 2026

• Q3(a) (5 marks)：Name any FIVE (5) recruiting metrics for a "scorecard" (计分卡的五个招聘指标)，答案取自 5.1。
• Q3(b)(i)：FOUR (4) disadvantages of internal sources (内部来源的四个缺点)；(b)(ii)：positive attributes of online recruiting (网络招聘的优点) (6 marks)。
• Q3(c) (6 marks)：list SIX (6) recruiting decisions (六项招聘决策)。

6.3 易混淆的概念

• 把 internal (内部) 与 external (外部) 招聘的缺点互换。
• Recruiting (招聘) 是产生申请人池，selection (甄选) 是从池中选人。
• 评估指标只写 cost (成本)，漏掉 quantity、quality、time、satisfaction。
• Recruiting decisions (六项招聘决策) 与 recruiting sources (招聘来源) 是两回事。

6.4 练习题 (仿考题)

1. A tech start-up wants to fill AI engineer roles. Compare internal and external recruiting, giving TWO advantages of each. (8 marks)
2. List SIX (6) strategic recruiting decisions the recruiting manager must make. (6 marks)
3. Explain THREE (3) advantages and THREE (3) disadvantages of Internet recruiting. (9 marks)
4. Name FIVE (5) areas the company can measure to evaluate its recruiting efforts. (5 marks)

7. 自测清单

• 定义 recruitment，说出战略招聘的五项工作并用 technician 例子解释
• 背出劳动力市场四个层次
• 列出六项 strategic recruiting decisions 并各举一例
• 写出内部与外部招聘的优缺点
• 列出五种内部与六种外部招聘方法
• 说出三种网络招聘渠道及新加坡常见网站
• 写出网络招聘三优三缺并各加一句解释
• 写出五个评估指标、四个技术辅助方法、四个非技术因素
• 不看笔记做 July 2026 Q2

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资料来源：HRM0111 Session 4 slides；Session 4 与 Session 5 复习课转录；EQP April 2026 与 July 2026。