【正文】 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。D using the Inter 外文出處 Journal of Managerial Psychology， 2020（ 7）： P163167 外文 作者 Maggie McCourtMooney 1 原文 ： Recruitment and Selection Ramp。 ?structured interviews。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。 互聯(lián)網(wǎng)和招聘廣告 :根據(jù)目前分布于報紙、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。 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。 起初，我決定將搜索范圍縮小到一個關(guān)于就業(yè)前篩選方面的測試和評估。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。 其中百分之六十九 是在傳統(tǒng)工作時間以外 打來的 ”（碧絲， 1998）。然而他提供了一個 與 職工隊伍穩(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 一個更深思熟慮的辦法： ?在選擇使用測試時，咨詢那些經(jīng)驗豐富，并在系統(tǒng) 中 甄選有整體設(shè)計知識的人，而不是特定產(chǎn)品或方法。 1999 年 8 月版的《勞動力》 (見 閱 )我們引用了對發(fā)展做出不同方式回應(yīng)的幾個公司的例子。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)部位與其他招聘會和 招聘利益者鏈接， 以 招聘有關(guān)人員。 （節(jié)選）