外企招聘制度-中英文对照版

Document History Log

Table of Contents

1Purpose (1)

2Scope and Applicability (2)

3Definition & Principle (3)

4References (6)

5Procedure (10)

6Records (to be confirmed) (15)

7Appendices (15)

1 Purpose 目的

This document outlines COMPANY X’s recruitment policies and procedures (P&P) for appointing qualified candidates to fulfill talent needs in achieving business objectives in a streamlined and consistent approach across COMPANY X; where localization needs are required due to regulatory or customary reasons, location HR should develop its local process/guideline and obtain approval from COMPANY X.

本文概述了X公司的招聘政策和流程，旨在以合理统一的方式为X公司招聘合格的人才，来满足公司业务增长对人才的需求。各地人力资源负责人应在获得X公司的审批后制定出符合当地法规和惯例的招聘流程和准则。

2 Scope and Applicability适用范围

This P&P applies to all levels of employment from manpower requisition to fulfillment of a job opening (internally or externally) for full time, part-time, temporary SP and intern. For any special cases, HR reserves the right of final interpretation

本文中的政策和流程适用于所有级别的员工，包含从人力需求到对全职、兼职、临时性雇员和实习生内外岗位空缺的任用。

3 Definition & Principle 定义与原则

3.1 Definition 定义

3.1.1 X:abbreviation for “Company X”. X公司的缩写

3.1.2 SP: abbreviation for “Service Provider”, equivalent to employee.

家人：等同于员工

3.1.3 TP: abbreviation for “Talent People”, equivalent to headcount.人才的缩写，等同于人员编制

3.1.4 Coach: refers to SP’s 1-level up supporter.

引导人：指的是家人的上一级支持者

3.1.5 Mentor:refers to SP’s 2-level up supporter.

引航人：指的是家人的上两级支持者

3.1.6 EE: abbreviation for “Experience Excellence”, equivalent to Customer Service Department. 优

越体验：等同于客服部门

3.1.7 HR: abbreviation for “HR Team”, equivalent to Human Resource Department. 人力资源部：

等同于人力资源部门

3.1.8 BHR: abbreviation for “Branch HR”. 分公司HR团队

3.1.9 Full time: the requirements for what constitutes as a full-time employment shall be defined by

the local law; recruitment for full-time positions shall be conducted in accordance to the

approved TP plan.

全职：全职员工的任用要求应当根据当地法律定义，而全职岗位的招聘应与公司人员编制计划

保持一致。

3.1.10 Part-time: the requirements for what constitutes as a part-time employment shall be defined

by the local law; recruitment for part-time positions shall be conducted in accordance to the

approved TP plan.

兼职：兼职员工的任用要求应与根据当地法律定义，而兼职岗位的招聘应与公司人员编制计划

保持一致。

3.1.11 Temporary: a temporary hire here refers to a short-term contractual relation with a maximum

of six-month employment; temporary hires can be executed without an approved TP plan.

临时性任用：指的是不超过6个月任用的短期契约关系。临时工不被归在公司人员编制计划内。

3.1.12 Intern: internship opportunities are provided to students only, and shall be conducted in

accordance to the approved TP plan.

实习生：实习生的任用仅针对于学生，并且实习生的招聘应符合公司人员编制计划

3.1.13 Reference check: refers to the contacting of the candidate’s previous employer(s) to confirm

and/or obtain more information regarding their job history and performance.

工作资历调查：指的是通过与求职者的前任雇主进行沟通来确认以及/或者获取更多关于求职者履历和工作表现的信息

3.1.14 Background check: refers to the process in ensuring the candida te’s relatives do not pose as

a potential conflict of interest to COMPANY X, e.g. holding a certain position in the government

or highly-related industry or competitors.

家世背景调查：指的是确保求职者的亲属不对X公司构成潜在利益冲突的流程。例如：调查确认求职者是否有在政府或者相关性极高的产业或竞争者公司任职的亲属。

3.1.15 Panel Interview: Interview that involves 2 or more RP/RVP level interviewers.

3.2 Principle 原则

3.2.1 Legal Compliance: COMPANY X abides to regulatory requirements with regard to any

recruitment practices. In the occurrence where local law may stipulate differently from this P&P, local law shall prevail for recruitment practices in such location.

合法性:X公司允许一些招聘条例根据法规要求进行调整。在某些地区，当发生当地法律不同于与本政策和流程时，将以当地法律为准。

3.2.2 Equal Opportunity: As an equal opportunity employer, COMPANY X shall treat all SPs and job

applicants fairly. COMPANY X shall consider all applicants regardless of race, color, religion,

breed, sex, marital status, age, social status, national origin, and disregard all factors deemed inappropriate by local law.

公平性：作为一家公平、公正的公司，X公司将公平地对待所有的家人和求职者。X公司在招聘时将忽略其种族、肤色、宗教、血统、性别、婚姻状况、年龄、社会地位，国籍的差异以及所有当地法律视为不适当的因素。

3.2.3 Merit-based Selection: Screening and selection criteria for all applicants, whether internal or

external, shall align with the responsibilities and competencies required of the position and undergo the same approval processes.

择优性: 对于所有求职者（内部和外部）的筛选标准应与岗位所要求的职责和胜任力相匹配，并且需经过相同的审批流程。

3.2.4 Personal Data Protection: All personal data collected for the purposes of recruitment must be

treated and handled in accordance with the pertinent local law.

个人信息保护：所有以招聘为目的收集的个人数据都必须依据当地相关法律处理和保存。

3.2.5 Employment of Relatives: All applicants must declare during application whether he/she is a

relative of a current COMPANY X distributor/SP. Restrictions may apply to hiring and staffing

a candidate who is the spouse, parent, sibling, child, and step relative of a current distributor/SP.

亲属的任用：所有求职者在求职过程中必须声明他或她是否有亲属在X公司任职或做事业经营伙伴。对于现有的事业经营伙伴或者员工的配偶、父母、兄弟、孩子和继亲的招聘及任用都需有一定的限制。

3.2.6 Conflict of Interest:Applicant who is a relative of current SP shall not be in the same

department (store for EE) or have supporting relations, or take on any position that may have

a conflict of interest with the incumbent SP upon joining COMPANY X (NOTE: HR reserves the

right for the interpretation of “conflict of interest”).

利益冲突：亲属为现有员工的求职者将不得与该员工任职于相同部门（优越体验家人不得任职于同一店铺）或有支持关系、也不能担任对X公司的在职员工有利益冲突的部门的任何职位。

（注：人力资源部保留“利益冲突”解释的权利）。

3.2.7 Qualification of candidate:

1. All candidates applying for Supervisor or above level positions must have Bachelor

degree at least.

2. Internal Transfer Eligibility:

4 References 参考

4.1 Delegation of Authorities: 授权人委派

4.1.1 Manpower Requisition Approval 人力需求审批

4.1.2 Hiring Approval 任用审批

I: Interview 面试; A: Approval 审批

注*：

1. 所有应聘总监及以上级别职位的候选人都必须接受群组面试

Candidate applying for Director or above positions must take Panel interview

2. 群组面试时，候选人必须进行针对指定主题的英文陈述。

Candidate must give an English presentation with assigned topics for the Panel Interview

HR Interview人力资源部面试

HR Hiring 人力资源部任用

4.2Re-employment: 离职回任

4.2.1 In the case where the candidate to be hired had been previously employed by any entity under

Nu Skin before, HR shall conduct an internal reference check (in addition to external

reference and background check) before offering, including reason(s) for leaving, former title

and salary, performance ranking, and seek input from former coach and mentor then notify

the hiring department before a hiring decision is made. 对于之前在X公司任职的求职者，人

力资源部要在签约之前对求职者进行内部证明人核查（除外部证明人和背景调查以外），核

查内容包含离职原因、离职前的职位头衔和薪资、绩效评估结果以及从前任引导人和引航人

中了解到的信息，并在决定雇用之前将信息反馈给用人部门。

4.2.2 Restrictions for hiring a former SP: 离职回任的限制条件

?Candidate shall not have any prior disciplinary problems/records. 候选人之前没有任何的违纪行为。

?Candidate has left Nu Skin for at least 12 months. 候选人离开X公司至少12个月。

?Candidate’s last performance ranking was not C or below. 候选人最后的绩效评估结果不是C或C以下。

4.2.3 Years of service can be continued for candidates who have not left Nu Skin for more than

two years. 离开X公司不超过两年的候选人服务的年限可以继续累计计算

4.2.4 The probation practice for the re-employed SP is subject to local practice and shall abide to

the local law. 离职回任员工的试用期条例应符合于当地的惯例和法规。

4.3 Symbol Legend: 符号说明

The symbols used in this P&P represent the following: 本政策和流程中所使用的符号说明如下：?: Need for system录入系统

?: Confidentiality required 要求保密

?: Filing required 要求归档

5 Procedure 流程

5.1 Procedure Flowchart 流程图

HR Director HR Mgr/Supervisor/BHR

Coach 2nd and 3rd approver

HR Director HR Mgr/Supervisor Coach 2nd and 3rd approver

Coach Fills out MRF (BHR if authorized by EE Coach)

Approve TP

Approve TP?

End

Start

Post JD

& Screen CV

Arrange interview

1st round interview and assessment (HR+Coach, Director and above

candidates will be interviewed by HR Director or above )

Next round interview?

Y

N

Y

Feedback

End

N Thank you letter

N 2nd , 3rd round interview and assessment

Y

Screen CV

Ref & Bkgd check

Approve Offer?

Process/Modify Offer

Y

Feedback

Thank you letter

N

End

N

Offer candidate

Approve Offer?

Y

N

Approve Offer?

Y

Y

N

5.2 Procedure Description流程描述

5.3 Campus Recruitment: 校园招聘

5.3.1 Campus Recruitment is a major source for recruiting young talents, and an important channel in cultivating talent pool and employer branding. 校园招聘是招聘青年人才的主要来源，是发展人才库与建立雇主品牌的重要渠道。

5.3.2 Due to the nature of campus recruitment and the amount of candidates, main flow for the annual campus recruitment are described below; variations may occur to accommodate location differences (e.g. month of graduation, school requests and preferences, etc.) 由于校园招聘的特殊性和候选者数

量的庞大，每年校园招聘的主要流程描述如下，并随着各地的差异而变化。（例如：毕业的月份、学校的要求和偏好等）

*for the list of materials please refer to Appendix 7.9 表格中所列的资料参照附录7.9

6 Records 记录

7 Appendices 附录

7.1 Manpower Requisition Form (MRF) + Job Description Form (JDF) 人力需求表+岗位说明表

7.2 Interview Invitation + Job Application Form面试邀请函+岗位申请表

7.3 Interview Guideline 面试指引

7.4 Interview Evaluation Form 面试评估表

7.5 English Test 英语能力测力

7.6 Logic Test 逻辑能力测试

7.7 Professional Test (e.g. IT, Legal, Finance…) 专业能力测试（例如：IT、法务、财务…）

7.8 Aptitude Test 能力倾向测试

7.9 Preparation list for campus recruitment 校园招聘资料准备清单