BSS MS Recruiting Process

BSS MS Recruiting Process Template

Huawei Technologies Co., Ltd.

Version 1.0

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 BSS MS Recruiting Process

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TABLE OF CONTENTS

1 BACKGROUND 5
2 INTERNAL TRANFER ON A PERMANENT BASIS 6
2.1 Key policies 6
2.1.1 Relocation 6
2.1.2 Terms and Conditions 6
2.2 What needs to happen 6
3 RECRUITMENT OF EXTERNAL CANDIDATES 7
3.1 Key policies 7
3.1.1 Relocation 7
3.1.2 Terms and Conditions 7
3.1.3 Target Candidates 7
3.2 What needs to happen 7
4 NEW JOINER PROCESS 9
4.1 Internal transfers 9
4.2 External recruits 9
4.3 Contractors 9
5 KEY POINTS OF CONTACT10
6 Reference Documents 11

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1 BACKGROUND

This note sets out the steps we need to work through in order to bring people into the Services team. This
should be considered as an interim approach, until we get our recruiting function fully mobilized. This
document is work in progress, and any changes will be circulated to all Services leads as updates to this
document.

This note sets out the approach to the following:

 Internal employee moves to ABC Services Unit on a permanent basis

 Recruitment of external candidates

 New joiner process

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2 INTERNAL TRANFER ON A PERMANENT BASIS

2.1 KEY POLICIES

2.1.1 Relocation
<Relevant HW internal transfer relocation policies that need to comply in this case>

2.1.2 Terms and Conditions

<Relevant HW internal transfer T & C policies that need to comply in this case>

2.2 WHAT NEEDS TO HAPPEN

1. Initial discussions with individuals take place. This could come through several channels – direct
approach or individuals applying through the company’s open positions database. Confirm with
individuals that they have discussed this with their own HR Rep.

2. Inform ABC Services HR Rep (currently [name]) of the individual’s details and the relevant role.

3. The individual’s Unit HR Rep contacts the ABC Services HR Rep to confirm their existing Unit
management is in agreement with the target release date.

4. Conclude line manager interviews – either by phone or face-to-face as appropriate. Ensure the
following areas are covered: Skills-match; location and commitment to a permanent relocation; terms
and conditions; the past two years’ performance feedback on the individual. These line manager
interviews will firstly be with line manager and then with PE/PR.

5. Complete simple feedback form (To be designed by HR) which asks for a decision and a brief rationale.

6. Send feedback form to ABC Services HR Rep

7. …

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3 RECRUITMENT OF EXTERNAL CANDIDATES

3.1 KEY POLICIES

3.1.1 Relocation
<Relevant HW recruiting relocation policies that need to comply on this case in local market>

3.1.2 Terms and Conditions

<Relevant HW recruiting T&C policies that need to comply on this case in local market>

3.1.3 Target Candidates

We should avoid recruiting current employees of the ABC and current employees of key vendors. Key vendors
are [vendor names removed]. Where these key vendors’ employees apply for a role, we need to take the
extra step of gaining written confirmation from the applicant that they understand that we will inform their
employer of their application to us before progressing to second round interview / assessment centre. A
comprehensive list of vendors is available from [name] or the HR team.

3.2 WHAT NEEDS TO HAPPEN

1. Create a role profile. Internal HR Services refers to this document as an HRF. Internal HR Services
needs to confirm that the HRF is of sufficient detail to trigger recruitment activity. The Workforce
Buildout team work with line managers to create any new role profiles that are required. This is
important: Recruiting activity will only be triggered once a role profile has been signed-off.

2. Send candidate details to the relevant Internal HRS Recruiter, and to [name] (the Internal HRS Project
Lead for ABC Services). The role profile will be sent as standard to relevant agencies, posted on
relevant internet job-boards, and advertised on the internal ‘hotjobs’ website.

3. Candidates applying through the URL [removed], job-boards, the bounty-scheme or coming through
agencies will be required to complete the on-line application form.

4. Initial screening (HR interview) conducted by Internal HRS by use of a standard script.

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5. Internal HRS will coordinate logistics of subsequent stages of selection process – this will include
putting time in line managers’ diaries.

6. Candidates screening stages …

7. Complete interview feedback …

8. Send interview feedback …

9. Verbal offer made to candidate by Internal HRS. Line managers will be involved in any follow-up
required to finalize the offer details.

10. Internal HR conducts any necessary employment checks.

11. Contract issued (via Internal HR). This contract will be standard Services Ts and C’s, with the
appropriate location

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4 NEW JOINER PROCESS

4.1 INTERNAL TRANSFERS

<Describe HW processing procedure and action items for new Joiner from internal transfer>

4.2 EXTERNAL RECRUITS

<Describe HW processing procedure and action items for new Joiner from external recruitment>

4.3 CONTRACTORS

<Describe HW processing procedure and action items for new Joiner as contractors>

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5 KEY POINTS OF CONTACT

[name] – Workforce Manager

[e-mail] ; [phone number]

[name] – Internal HR Resourcing Lead

[e-mail] ; [phone number]

[name] - ABC HR Lead

[e-mail] ; [phone number]

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6 REFERENCE DOCUMENTS

Reference no. Document name Description

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