招聘與篩選,研發(fā)使用互聯(lián)網(wǎng)外文翻譯-免費(fèi)閱讀
【正文】 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)。因此， 在同一時(shí) 間 ,提高了申請人質(zhì)量。 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。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。 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) 。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。 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。 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。 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 。 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 be fair to potential employees. Preemployment screening tools： At the simplest level, the development of 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 culture and/or the nature of its business may go some way to explaining this. HSBC in the banking sector at was notably uninteresting, closely followed by Roche at which simply gave general descriptions of jobs in the Company and stated that applicants should send application with usual documents via conventional mail. A more traditional approach is hard to imagine. ATamp。D using the Inter Maggie McCourtMooney Having identified in the first of this series of three articles several recurring themes in recruitment and selection (see Vol. 15 No. 3 of this journal) I embarked upon a more specific search. As well as using search engines, I made use of Proquest, an information service provided on the Web by Bell and Howell and available by subscription or through academic libraries. Three of the themes previously identified the changing work environment, developments in testing and assessment and the use of technology formed the basis of the searches and provided useful links amongst a plethora of sites of tangential interest only. Online recruiting： Otherwise known as erecruiting and cyber recruiting. The development of recruitment online, and via pany
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