*人才选拔成功的六个法则(in english)II
Six Rules For Successful Candidate Processing II--Denise Foy
And while there are many capable recruitment firms, unfortunately, there is no industry standard for processing candidates. Often, this means that applicants have to either fill out an application, use a cumbersome Interactive Voice Response (IVR) System, go on-line and complete a lengthy process; cutting and pasting resume information and never really reaching the actual company or learning more about the opportunity. It is an impersonal process that is often frustrating and certainly does not lend itself to capturing the most qualified candidates, quickly. The vagueness in the process and delays in contacting candidates leads to many qualified candidates falling through the cracks. Even in the current employment environment, those companies that can process candidates the fastest and most efficiently have the greatest opportunity to capture the best talent.
While there is no general consensus on which systems provide the best candidate screening and processing solutions for employers, there are several key candidate processing tools that can help ensure a positive employer recruitment procedure. In my experience, there are six critical candidate processing paradigms, which I call the six rules of Recruitment Success that can serve as a guideline for all companies to use as a criterion checklist when evaluating or re-evaluating their employee recruitment process.
It’s important to understand that a company’s recruitment system, whether an internal or outsourced process, and for any high volume hiring situation, must have the capacity to quickly reach the widest audience possible in order to acquire the maximum candidate flow and field of candidates to select from. Effective candidate processing systems must also provide employers with a variety of ways in which candidates can reach them on a timely basis, as well as make the process easy and painless for employers and potential hires. The most successful screening and processing programs combine personal, hands-on interviewing with technology-based screening tools in order to ensure that good candidates don’t fall through the cracks. This is especially important with hourly-wage candidates where high turnover is common.
－－to be continued
相关词汇
applicant 申请者，请求者fill out 填写
cumbersome 讨厌的，笨重的
impersonal 非个人的
frustrate 挫败
capture 获取，夺取
consensus 一致同意，多数人的意见，舆论
screening 审查，筛选
procedure 程序，手续
paradigm 范例
guideline 方针
criterion 标准，规范
evaluate 评估
文章大意(第一段)
尽管存在一些有能力的招聘机构，然而人才选拔却没有统一规范的流程可以遵循。一般来说大部分应聘者要么填取相应的申请表，或者使用交互语音回应系统，要么上网，剪切粘贴个人简历，然而对于个人信息是否到达公司相关部门以及是否获取机会却一无所知。
招聘业务流程中的不确定性和难以及时通知应聘者导致不少合适的人才落马；即使处于现今的招聘环境中，能够最快速、最有效地处理应聘者的公司才有机会获得最有价值的人才。
文章大意（第二段）
尽管关于什么样的流程才是甄选、处理人才最有效的方法，意见并不统一；我这里却有几个锦囊帮大家确定合适的人才。据我个人经验，共有六个成功的范例（我称之为人才选拔六项法则）可以作为公司招聘业务的标准规范来评估或者重新评估应聘人才。文章大意（第三段）
充分了解招聘业务流程是非常重要的（无论是企业自行招聘还是外包）；对于有大量招聘需求的企业，让招聘信息快速广泛到达应聘人群中更为重要，以保证足够的应聘人流供企业筛选。有效的招聘流程要求雇主必须提供多种途径以便应聘者能够更及时、方便和快捷地参与企业招聘。
最成功的人才甄选（人才选拔）流程是结合了专业技巧以及个性化实践操作的面试，以此保证人才优选的成功。对于雇佣时薪制员工（大量的人员周转）的企业尤为重要。
明天才是六项法则的具体内容，嘻~
明天才是六项法则的具体内容，嘻~
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