【正文】 ervice pany. On the other hand, the HR manager also serves an essential role in recruiting. The searches showed that when recruiter describes a vacancy very positively or goes too far to be ‘realistic job preview’(De Cieri and Kramar 2008, ), the candidate can be misled lured and further lead to a serious case of unmet expectations and a high jobturnover rate. So it is also crucial for HR managers themselves to improve their own personalities such as realism, warmth and informative ness to better perform the role of HR executive (De Cieri and Kramar 2008).After the discussions and analysis of recruitment, it is now going to make a further discussion on the aspect of selection (De Cieri and Kramar 2008). Any organization, especially for Service Company, which intends to pete by people, must take the utmost care with how it selects employees (Robert and Seward 2000). Specifically, selection is the process of choosing candidates from those who most likely to succeed in the jobs available (Robert and Seward 2000). It should be noticed that the procedures of selection, while produced primarily to meet the requirements of the organization, should also meet the needs of the candidates. Only by considering both sides is it possible to have confidence that candidates chose for vacancies would accept the offers made to them and remain with the corporate for an acceptable period of time (Robert and Seward 2000). Therefore a carefully conducted selection procedure is extremely necessary to ensure that the best applicants are selected for any vacant position (Robert and Seward 2000).Particularly for this case of service organization, every facets of selecting process may need to be considered or further perfected in order to find and match the most suitable person to the appropriate job.Initially, the application forms is usually an effective mean to collect relatively accurate, plete and historical data from a candidate, and recruiters then based on the information collected to evaluate and determine which one would e to the next step of selection(Robert and Seward 2000). So in this way, it is absolutely critical for a pany to make its application form effectively and sufficiently. Especially for this service pany, various questions could be set to get candidates’ general information. For example, substantive information sex, character, experience, education, major, etc。 Kramar 2008). High voluntary turnover of a pany may give rise to discontinuance of operation and high cost on training new employees and other negative influences on the organization’s reputation and profitability. So effectively management on employee voluntary turnover would benefit the pany significantly.There are still a great deal of other approaches to ease high level of voluntary turnover except enhancing matching degree between staffs and positions. First of all, raising pay level and benefits seem to be a fairly effective approach. But to this service organization which employed 5000 staffs, to rise pay level may generate considerable high salary cost, and this would be a great disadvantage for the pany and also weaken its petitiveness to its petitors. However, rising employee benefit would be a relatively better method. A recent survey (Capaldo 2010) on health care industry showed that per cent employees would definitely prefer to stay in the industry 2 years more thanks to the increasing benefits condition. And in Mantachie’s (2010) work, there are five employersponsored benefits programs and they are: retirement plans。 Kramar 2008, ), quarterly reviews may be necessar