本文应用理论与实践相结合的方法，研究了国外招聘及代理招聘研究的理论
现状、理论前沿、成熟的理论以及国外的实践现状，同时结合我国国情和某药厂
的实际情况，并与某药厂的领导和有关管理人员多次的协商，结合北方人才港人
才代理招聘研究的优势，比较成功地完成了某药厂医药营销人员代理招聘项目，
为代理招聘体系的建立奠定了坚实的实践基础。
本文建立了比较完整的代理招聘体系，并在某药厂医药营销人员代理招聘过
程中，应用文献研究预先确定营销人员的考察维度，并提出如果在企业条件允许
的情况下，首先进行招聘岗位胜任素质模型建立，然后再进行人员甄选，这样可
以大大提高代理招聘的准确率和录用比例。如果条件不允许，可以通过文献调研
进行考察维度的确定。人员甄选之后，经过一段时间要对企业用人情况进行回访，
分析通过代理招聘方式挑选出来的胜任岗位的人员具有哪些共同的素质，完善或
建立胜任素质模型，并对整个代理招聘的效果进行评估。
按照代理招聘体系运作之后，一方面可以帮助企业用较少的投入获得最契合
招聘岗位的人选，另一方面可以帮助从事代理招聘业务的人力资源业务外包公司
不断构建其核心竞争力。
关键词： 代理招聘人力资源外包心理测量结构化面试评价中心素质模型
ABSTRACT
The study is to set up an effective agemial hiring system for enterprises．We are
just starting up to develop the agentiM hiring in China which accounts for to 1 0％in
the human resource outsourcing services in foreign countries．In order to overcome
the shortcomings of traditional hiring system，organizations need to set up all
objective and scientific hiring system，which Can measure the deep and steady traits of
the personality,and decrease the prejudice caused by some subjective factors．So how
to develop an effective agenfial hiring system which Can meet the needs of
organizations and has a good reliability and validity,is the point ofthis study．
In a theoretical and practical way,we carefuIly study the hiring and agential
hiring theories and applies of foreign countries，and meanwhile we connect those晰th，
the conditions of Our country,especially the conditions of the Sixth Chinese
Traditional Medicine Factory．We acquainted ourselves with the management and the
employees of the★Chinese Traditional Medicine Factory,and finally completed
the project of setting up the agential hiring system for the★Chinese Traditional
Medicine Factory，which made up the solid practical base ofagential hiring system．
Our study set up an integrate agenfial hiring system．In the process of hiring reps，
we first studied many articles to fix some dimensionalities to assess the reps，then we
proposed that we should first set up the competency model for the post in question，
then begins with the selection．In this way,we call dramaticlly increase the veracity of
hiring．After the people who hired by the organization have worked for some time，
we will interview them again，in order to set up the final competency model and
assess the whole agential hiring process．Operate as this kind ofagential hiring system，
on the one hand we can help the organization to hire the most suitable person for the
post with the most fewer input，on the other b．and，we c钲l help the company who
engages in the agential human resourse services to improve it core competency．
KEY WORDS：Agential hiring,Human resource outsoureing,Psychotogical
measurement， Structural interview， Assessment center,
Competency model
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