【正文】 arlier in this article, they may well be discouraged by the very traditional approach. There appears to be little imaginative use of the technology. However, the particular pany39。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 Web sites in particular, was my starting point. In order to establish the range of current practices, I searched a variety of Web sites representative of global organizations. This was supplemented by a search for relevant and uptodate references in journal articles or available and/or accessible through the Inter. The Inter and recruitment advertising： Judging by the wealth of Web site addresses now found in newspapers, journals and in job advertisements, some substantial part of the recruitment budget is being devoted specifically to online recruitment. Whether this is to market the organization or to be a showcase to attract potential job seekers is not clear. My search of several Web sites revealed a wide variety of approaches to the use of online recruiting. An equally interesting observation was the relationship between the culture of an organization and its online recruitment practices. Traditional recruitment practices： Several sites, however, appeared either to merely state that applicants could apply for jobs online and/or should send r233。本科畢業(yè) 論文 （ 設計 ） 外 文 翻 譯 外文題目 Recruitment and selection Ramp。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。sum233。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。 ?background checks。 ?structured interviews。 ?integrity testing。 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 ca