招聘與篩選,研發(fā)使用互聯(lián)網(wǎng)外文翻譯-文庫(kù)吧
2025-04-17 02:02 本頁(yè)面
【正文】 a pany was innovative or young and dynamic, or had a very mature and leading edge recruitment process in traditional terms, it would be likely to embrace the use of the Inter warmly and to good effect. It seemed valid to check this out with other sources of reference on the Inter and to establish whether research reports are as yet demonstrating how and why panies are changing their recruitment practices to use the Inter. Developments in testing and assessment： Turning now to my next theme of developments in testing and assessment, the primary tool I used for this particular search was Proquest. I wanted to go beyond the shop front approach of many Web sites and find relevant research rather than simply product information. Initially, I decided to narrow my search to one aspect of testing and assessment preemployment screening. This search provided several interesting and informative journal articles on the subject ranging from an historical perspective to guidance on legislative implications and current products available in the market place. As a starting point, a very thorough and uptodate consideration of preemployment screening was found in American Business Review by Philbrick et al. (1999). Interestingly the starting point of this article was the increasingly litigious 3 society and the cost of hiring particularly when there are labor shortages. The authors quote the tendency to hire in a hurry and reiterate the problem of worsening shortages that organizations are likely to face when BabyBoomers retire. From a US legislative standpoint the authors place emphasis on ensuring that any recruitment procedures are related to employee success on the job and do not have a disparate impact on any protected class They equally emphasis the onus on the employer to demonstrate if required that any preemployment screening method is reliable and valid. Philbrick et al. (1999) review a range of approaches to screening making the initial distinction between screening in, which is an attempt to get the best employees and screening out, or an attempt to exclude those applicants believed to have potential problems. Philbrick et al. do not remend use of the polygraph and unstructured interviews but provided they are in no way discriminatory, the authors do advocate the use of: ?carefully designed application forms。 ?background checks。 ?petency based screening。 ?structured interviews。 and ?drug testing. Some practices which Philbrick et al. suggest may have some use in certain circumstances include: ?personality testing to help avoid job mismatching。 ?integrity testing。 and ?handwriting analysis with the following proviso. The other significant issue raised by Philbrick et al. is the importance of being aware of potential employees39。 negative reactions to some of the approaches to screening or to particular screening tools. Equally important is the need for the employer to manage this response in a reasonable way. So the legislative context, the diversity of the workforce and potential labor shortages are bined to provide a minefield through which employers need to walk 4 very carefully. Let us now consider some of the new approaches to preemployment screening that can be timesaving and good value for employers and appear to b
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