招聘與篩選,研發(fā)使用互聯(lián)網(wǎng)外文翻譯-預(yù)覽頁
【正文】 24hour telephone prescreening as reported, in HR Magazine seems to have provided potential candidates with more flexible arrangements. HR Easy Inc analyse10,000 calls received during one 24 hour period to its clients using its custommade programs that screen applicants via a touchtone phone. Sixty nine per cent were place outside traditional business hours (Rubis, 1998). Another example of this approach is provided by Stores New York (see Schulz, 1998) and illustrates how small retailers are able to identify likely applicants through two tiers of questioning in an automated program. In this example, the retailers, Hot Topic and Stew Leonard, advertised the vacancy and gave details of a toll free telephone number. When an applicant pleted the session successfully, an interview with a live human being was scheduled automatically. This leads me to wonder how the employer copes with a potential large number of successful applicants? And are the questions really designed to test people39。s received and has, at the same time, increased the quality of applicants. What the pany has also done is acknowledge that employees need to be encouraged to use the Inter themselves to recruit and appoint new employees and thus rewards are given for those who make an offer via the Inter. Speed of response and increased numbers of applicants： What this Workforce article highlighted was the need for organizations to manage the shortened recruitment cycle that online recruiting brings. Some panies manage the 6 increased speed of response and the increased numbers by improving internal capabilities in terms of software, technology and dedicated resources, such as American Express. Lockheed Martin Technology Services Group has done something slightly different at Not only has it appointed an inhouse interactive recruitment specialist, it has also developed a Company Web page for personnel involved in recruiting which links them into further pages and sites related to job fairs and other recruitment interests. Outsourcing the management of the online recruitment process is also a mon practice, and the advice from all sources seems to be: Do so if you are not in the area of IT developments and if you do so, look for more than a r233。 以前確定的三個(gè)主題 ，即不斷變化的工作環(huán)境、測試和評估 的發(fā)展 、 技術(shù) 的運(yùn)用，形成了搜索的基礎(chǔ)，并提供了與相互間存在直接 利益 網(wǎng)站 地有用鏈接 。 互聯(lián)網(wǎng)和招聘廣告 :根據(jù)目前分布于報(bào)紙、期刊雜志和招聘廣告上豐富的網(wǎng)站地址 ,招聘預(yù)算中的很大一部分被專門用于在線招聘。 傳統(tǒng)的招募 :一些網(wǎng)站的出現(xiàn) ,使申請人可以在線申請工作、傳遞簡歷或填寫一個(gè)表格。 銀行界， 匯豐銀行（ . monster ./hr）做得不夠 ,其次是羅氏（ 工作說明和表示申請人須“通過傳統(tǒng)郵件發(fā)送常規(guī)文件 申請”的提 醒。 我留下了這樣的印象 :如果一間公司創(chuàng)新、 年輕、充滿活力 ,或者在傳統(tǒng)的術(shù)語中有個(gè)很成熟的，很前沿的招聘過程 ,它會(huì) 比較 容易接受使用因特網(wǎng) 的 熱忱 ,因而取得 良好的效果。 起初，我決定將搜索范圍縮小到一個(gè)關(guān)于就業(yè)前篩選方面的測試和評估。作 者引述趨勢：“在匆忙時(shí)雇傭”，并重申短缺問題 惡化 時(shí)組織可能面臨 嬰兒潮一代退休的問題。菲爾布里克等人不推薦使用測謊器和非結(jié)構(gòu)化面試，但只要不是歧視性的， 都 主張使用： ?精心設(shè)計(jì)的申請表 ； ?背景檢查 ； ?能力為基礎(chǔ)的篩選 ； ?結(jié)構(gòu)化面試 ； ?藥物測試。 因此在立法的背景下，勞動(dòng)力和潛在勞動(dòng)力短缺的多樣性結(jié)合，提供了一個(gè)雷區(qū)，雇主需要 很仔細(xì) 。 其中百分之六十九 是在傳統(tǒng)工作時(shí)間以外 打來的 ”（碧絲， 1998）。而這一問題的真正目的是測試人們的體力和耐力，以及他們是否 真的 適合 這份 工作。然而他提供了一個(gè) 與 職工隊(duì)伍穩(wěn)定的研究所 之間的 鏈接 就如何謹(jǐn)慎使用任何一種 測試，提供 了 一個(gè)更深思熟慮的辦法： ?在選擇使用測試時(shí)，咨詢那些經(jīng)驗(yàn)豐富，并在系統(tǒng) 中 甄選有整體設(shè)計(jì)知識的人，而不是特定產(chǎn)品或方法。 在 2020 年，一些研究發(fā)現(xiàn)正被各種10 來 源的媒體 所報(bào)道。 1999 年 8 月版的《勞動(dòng)力》 (見 閱 )我們引用了對發(fā)展做出不同方式回應(yīng)的幾個(gè)公司的例子。因此， 在同一時(shí) 間 ,提高了申請人質(zhì)量。它不僅提出一種內(nèi)部招聘 員 工的方法 ,它也開發(fā)了一種公司網(wǎng)站頁面，在相關(guān)部位與其他招聘會(huì)和 招聘利益者鏈接， 以 招聘有關(guān)人員。很明顯 ,這更復(fù)雜一些，因?yàn)?不僅僅是要找到適當(dāng)?shù)能浖蚝Y選標(biāo)準(zhǔn)。 （節(jié)選）
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