招聘和选择合适的员工：背景、质量和方法

中文字数:三千,页数:5   英文字数:1821,字符数:一万,页数:6

招聘和选择合适的员工：背景、质量和方法[ Published by International Journal of Selection and Assessment
  Written by Dora Scholarios and Cliff Lockyet]

 在会计、建筑、法律和调查实践工作的范围内，企业和由招聘决策制定者进行的面试的这一系列事实检查了在招聘员工中最常使用和最有价值的方法。这个调查表明了员工个性、工作经验和其它经验对于晋升更高岗位是十分重要的，并且强调了通过面试和其它非正式方式评估个人能力是至关重要的。企业文化和背景，特别是在实践的范围内、在选择过程中伙伴的角色、劳工供应以及对于招聘困难的认知，是与招聘方法相互联系的。与通过招聘选择员工是一种社会化过程这种观点一致，这个案例研究表明当在企业中负责招聘的主管需要选择长期的员工时以及当企业在招聘遇到困难时，这种“非正式”方式发挥了巨大作用。更广泛的说，通过非正式关系网络和面试的过程对于中小企业的职业实践可能提供有效的信息和沟通的方式。

关键词：招聘、选择、职业、社会化过程
 
引 言

 这篇文章检查了被各类企业使用的招聘和择员方法，文章发现较小的企业更依靠信息来源的非正式网络来帮助它们在选择中做出决策。但是这篇文章并没有评估这些非正式方式在选择高层次员工中的作用，在寻找高层、素质员工的中，企业应该发掘非正式方式的价值，以及这些企业要认知到在它们之中有些企业可能不能吸引合适的员工。固有的社会性的和交互性的较不正式的招聘和择员方法显示出这些方式可以促使员工和企业间在认知和需求方面的融合并且促进了选择的过程。

外文原文一
Recruiting and Selecting Professionals: Context, Qualities and Methods

Published by International Journal of Selection and Assessment

Evidence based on a survey of professional firms and in-depth interviews with decision-makers responsible for selection examines the most frequently used and valued methods for hiring qualified professional staff in a sample of Scottish accountancy, architecture, law, and surveying practices. The survey suggests an emphasis on personality, work experience and general attributes for senior posts, and that high value is placed on interviews and informal sources of information in assessing these qualities. Firm characteristics and context, particularly size of practice, the role of the partner in the selection process, labour supply, and perception of recruitment difficulties are shown to be related to the type of selection method used. Consistent with the view of selection as a social process, the case study evidence suggests that ‘informality’ may play an important role when partners responsible for selection have long tenure with their firm and when firms experience recruitment difficulties. More generally, informal networks and interview processes may act as effective information and communication vehicles for small and medium-sized professional practices.

Key words: recruitment, selection, professionals, social process

Introduction

This article examines the recruitment and selection methods used by professional practices to employ qualified staff and shows that smaller firms in particular rely largely on informal local networks of information sources to assist in their selection decision-making. While no attempt 15 made in this study to evaluate the predictive validity of these selection methods for hiring high performing professionals it 15 proposed that firms perceive a value in informal strategies because of the type of qualities sought in senior professionals and the perception amongst some that they may be unable to attract appropriate candidates . The inherently social and interactive nature of technically less rigorous recruitment and selection methods used by professional firms 15 shown to enable the convergence between candidates ' and firms ' perceptions and needs and hence facilitate the selection process .

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