Recruiting & Selecting 人員招聘

　　Accountability 負(fù)有責(zé)任;應(yīng)作解釋，可說明性

　　Appreciate (充分)意識(shí)到，領(lǐng)會(huì)，體會(huì)，察覺

　　Astounding 令人震驚的，令人震撼的

　　Cafeteria 自助餐廳，任憑自選的東西

　　Cafeteria questionnaire 自選問答題

　　CEO 首席執(zhí)行官

　　Clone 克隆，復(fù)制

　　Edge 優(yōu)勢，優(yōu)越之處

　　Entail 需要

　　Fortune 美國《財(cái)富》雜志

　　Fortune 500 companies 《財(cái)富》500強(qiáng)公司

　　Golden handcuffs <復(fù)>金手銬(指誘人安于現(xiàn)職而不另覓高就的津貼等)

　　Handsome 客觀的，相當(dāng)大的

　　Hard 實(shí)際的，十分現(xiàn)實(shí)的，理性的

　　Job opening/vacancy 職位空缺

　　Look out for 為…籌措

　　Luck out 逢兇化吉，靠運(yùn)氣

　　Layoff 下崗，失業(yè)

　　Mainstay 主要依靠，主要資源

　　Orientation 新員工培訓(xùn)，迎新情況介紹

　　Panel interview 小組面試

　　Pertinent 相關(guān)的，有關(guān)系的

　　Poise 鎮(zhèn)定，鎮(zhèn)靜

　　Predictor 語言性的事物;預(yù)報(bào)性的事物。

　　Recognition 賞識(shí);表彰;報(bào)償

　　Revitalize 給予…新的活力

　　Scale 合同規(guī)定的最低工資，工資等級(jí)表規(guī)定的工資

　　Underutilize 未充分利用;浪費(fèi)地使用;使用…不當(dāng)

　　Woo 爭取;努力說服，央求

　　Top six recruiting tips

　　人才招聘六大招

　　By Susan M. Heathfield

　　Finding the best possible people who can fit within your culture and contribute within your organization is a challenge and an opportunity.

　　找到能適應(yīng)貴公司文化，并能對貴公司做出貢獻(xiàn)的最佳人才，這是一種挑戰(zhàn)也是一種機(jī)會(huì)。

　　Keeping the best people, once you find them, is easy if you do the right things right.

　　一旦招聘到最優(yōu)秀的仁慈啊，如果貴公司管理得當(dāng)，留住人才是輕而易舉之事。

　　These (the following)special features will help you recruit and retain all the talents you need. Here are six tips for better recruiting.

　　這些(以下)電子將有助于你招聘并留住所需人才。以下傳授六招。

　　Improve your candidate pool

　　完善求職人才庫

　　Companies that select new staff members from the candidates who walk in your door or answer an ad in the paper or online are missing the best candidates.

　　從自動(dòng)上門的求職者或從被報(bào)紙、網(wǎng)絡(luò)上的廣告引吸來的應(yīng)聘者中挑選新員工，往往會(huì)錯(cuò)失最好的求職者。

　　They’re usually working for someone else and they may not even he be looking for a new position.

　　那些真正的人才通常正為其他公司服務(wù)，他們也許甚至沒有在尋找新的工作崗位。

　　Invest time in developing relationships with university placement offices, recruiters and executive search firms.

　　投入時(shí)間與大學(xué)的就業(yè)指導(dǎo)辦公室、招聘人員及獵頭公司保持聯(lián)系。

　　Enable current staff members to actively participate in industry professional associations and conferences where they are likely to meet candidates you may successfully woo.

　　讓在職員工積極地參與行業(yè)協(xié)會(huì)和會(huì)議，通過這些活動(dòng)可能結(jié)識(shí)些人才，而且有可能將他們成功地引進(jìn)。

　　Watch the online job boards for potential candidates who may have resumes online even if they’re not currently looking.

　　關(guān)注求職網(wǎng)絡(luò)，尋覓潛在的求職者，他們的簡歷可能會(huì)在此存放，即使這些求職者目前沒有在求職。

　　Use professional association Web sites and magazines to advertise for professional staff.

　　利用專業(yè)協(xié)會(huì)網(wǎng)站和雜志刊登招聘廣告來招聘專業(yè)人才。

　　The key is to build your candidate pool before you need it.

　　關(guān)鍵在于未雨綢繆，建立自己的求職人才庫以滿足公司的人才需求。

　　Hire the Sure Thing

　　招對人才

　　Bruce N Pfau and Ira T. Kay, authors of the Human Capital Edge, are convinced that you should hire a person who has done this “exact job, in this exact industry, in this particular business climate, from a company with a very similar culture.”

　　《人力資本優(yōu)勢》一書的坐著，布魯斯*N*普發(fā)和艾拉*T*凱，認(rèn)為應(yīng)該招聘這樣的人才—他/她曾“在特定的商業(yè)環(huán)境下，在該行業(yè)中做過同樣的工作，而且來自一個(gè)有著類似企業(yè)文化的公司。”

　　They believe that “ past behavior is the best predictor of future behavior” and suggest that this is the strategy that will enable you to hire winners.

　　他們認(rèn)為“過去的行為能預(yù)測將來的表現(xiàn)”并指出這一策略能使你雇傭到贏家。

　　They say that you must hire the candidates whom you believe can hit the ground running in your company.

　　他們認(rèn)為必須雇傭你認(rèn)為一上任就能投入到公司的業(yè)務(wù)運(yùn)作中去的求職者。

　　You can’t afford the time to train a possibly successful candidate.

　　公司賠不起時(shí)間去培訓(xùn)一個(gè)可能成功的求職者。

　　Look First at in-house candidates

　　先從公司內(nèi)部填補(bǔ)空缺

　　Providing promotional and lateral opportunities for current employees positively boosts morale and makes your current staff members feel their talents, capabilities, and accomplishments and appreciated.

　　給現(xiàn)有員工提供晉升和橫向(調(diào)動(dòng))的機(jī)會(huì)肯定會(huì)提高士氣，這回讓員工感覺到他們的才智、能力以及成績受到賞識(shí)。

　　Always post positions internally first. Give potential candidates an interview. It’s a chance for you to know them better.

　　(每當(dāng)公司有職位空缺)總是首先在內(nèi)部張貼職位招聘公告，給予潛在求職者一個(gè)面試的機(jī)會(huì)。這個(gè)機(jī)會(huì)有助于你更好地了解你的員工。

　　They learn more about the goals and needs of the organization. Sometimes, a good fit is found between your needs and theirs.

　　現(xiàn)有員工更了解組織和目標(biāo)的需求。有時(shí)一個(gè)好的人選往往就出自公司現(xiàn)有員工。

　　Be known as a great employer

　　樹立公司美名

　　Pfau and Kay make a strong case for not just being a great employer, but letting people know you are a great employer.

　　普發(fā)和凱有力地證明不僅要成為一個(gè)優(yōu)秀雇主，而且要讓公司因此而美名遠(yuǎn)揚(yáng)。

　　Take a look at your employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement.

　　審視一下公司的舉措—留住人才的措施、員工激勵(lì)機(jī)制、責(zé)任機(jī)制、獎(jiǎng)賞機(jī)制、表彰機(jī)制、保持工作-生活平衡的彈性機(jī)制、晉升機(jī)制和員工參與機(jī)制。

　　These are your key areas for becoming an employer of choice.

　　要成為求職者的首選公司，這些方面是關(guān)鍵。

　　You want your employees bragging that your organization is a great place to work.

　　你要讓你的員工情不自禁地夸耀公司，自發(fā)地夸耀他們所在的組織是理想的工作選擇。

　　People will believe them before they believe the corporate literature.

　　相對于公司的宣傳手冊，人們更相信公司員工的言論，而后才相信公司的宣傳手冊。

　　Involve your employees in the hiring process

　　讓員工參與招聘工作

　　You have three opportunities to involve your employees in the hiring process.

　　你有三個(gè)機(jī)會(huì)讓你的員工參與招聘工作。

　　They can recommend excellent candidates to your firm.

　　你們可以向公司推薦優(yōu)秀求職者。

　　They can assist you to review resumes and qualifications of potential candidates.

　　他們可以協(xié)助公司審核潛在求職者的簡歷和資格。

　　They can help you interview people to assess their potential “fit” within your company.

　　他們可以參與面試求職者，評(píng)估求職者進(jìn)入公司后的潛在適應(yīng)性。

　　Organizations that fail to use employees to assess potential employee are underutilizing one of their most important assets.

　　未讓員工參與審核潛在求職者的企業(yè)浪費(fèi)了他們最重要的資產(chǎn)之一。

　　People who participate in the selection process are committed to helping the new employee succeed.

　　參與招聘篩選的員工會(huì)盡力幫助新員工獲得成功。

　　It can’t get any better than that for you and the new employee.

　　這對于企業(yè)和新員工都是最理想的。

　　Pay better than your competitor

　　提供有競爭力的薪酬

　　Yes, you get what you pay for in the job market.

　　是的，你再職業(yè)市場投入的資金決定了所獲得的回報(bào)。

　　Survey your local job market and take a hard look at the compensation people in your industry attract.

　　就當(dāng)?shù)氐穆殬I(yè)市場做個(gè)調(diào)查，客觀地對比同行業(yè)吸引人才的薪酬。

　　You want to pay better than the average to attract and keep the best candidates.

　　欲吸引和留住最優(yōu)秀的求職者，就得支付高于平均水平的薪酬。

　　Seems obvious, doesn’t it? It’s not.

　　這顯而易見，不是么?不是的，現(xiàn)實(shí)并非如此。

　　I listen to employers every day who talk about how to get employees cheaply.

　　我經(jīng)常聽到不少企業(yè)在談?wù)撊绾潍@得低廉的勞動(dòng)力。

　　It’s a bad practice.

　　這一做法無利而有害。

　　Did I say,” you get what you pay for in the job market?”

　　我曾經(jīng)說過，“在職業(yè)市場，你花什么價(jià)錢就會(huì)獲得相應(yīng)價(jià)值的勞動(dòng)力”。

　　sure , you can luck out at attract a person who has golden handcuffs because they are following their spouse to a new community or need you benefits.

　　當(dāng)然你可能會(huì)僥幸吸引到戴“金手銬”的員工，因?yàn)樗麄兓蛘呤请S他們的配偶到一個(gè)新環(huán)境，或者是需要你的津貼。

　　But, they will resent their pay scale, feel unappreciated, and leave you for their first good offer.

　　但是，他們會(huì)憎惡合同規(guī)定的最低工資，會(huì)感覺到自己不被賞識(shí)，一旦有好的選擇，他們就會(huì)義無反顧地棄你而去。

　　I have seen employee-replacement costs that range from two to three times the person’s salary.

　　我曾經(jīng)見過，替補(bǔ)職位空缺的費(fèi)用支出高出員工工資的2-3倍。

　　Did I say that you get what you are willing to pay for in the job market?

　　我不是說過，在職業(yè)市場，你花多少錢就能獲得多少價(jià)值的回報(bào)嗎?

　　PART ONE: Interview

　　(1) Are there any advantages of filling openings from internal sources(Why?/Why not?)

　　從公司內(nèi)部填補(bǔ)空缺有何優(yōu)勢?(為什么?)

　　Yes. Promotion-from-within has some motivational value. It is a kind of reward for employees for their past performance and will encourage them to continue their efforts and also give other employees anticipation of promotion for similar efforts. This can improve morale within the organization.

　　(2) What do you think of recruiting employees through the internet?

　　通過網(wǎng)絡(luò)招聘員工，你有何看法?

　　It is a new and modern source of recruitment and is becoming popular. Undoubtedly, internet recruiting is of low cost and wide coverage, which can reach a large audience of possible applicants and is very convenient.

　　(3) Are there any advantages of external recruitment?(Why/ Why not?)

　　外部招聘有何優(yōu)勢?(為什么?)

　　Yes. It is essential for revitalizing the organizations. Applicants hired from the outside can be a source of new ideas and may bring along with them the latest knowledge acquired from their previous employment.

　　(4) When interviewing candidates, which do you prefer, traditional one-to-one interview or the panel interview? (Why?)

　　你傾向以何種方式面試求職者，是一對一的傳統(tǒng)面試還是小組面試?(為什么?)

　　I prefer the panel interview, because decision made by three to five interviewers can avoid bias and discrimination and thus be more reliable and acceptable. In addition, the panel interview can be more efficient by shortening decision time.