*人才选拔成功的六个法则(in Eenglish)III －－
With these caveats in mind, and based upon PeopleScout research, following are the Six rules of Recruitment Success that can assist employers in optimizing their candidate processing options and strategies, whether internal or outsourced.1)Awareness of job opportunities.
It is essential that companies monitor and measure the media effectiveness of their recruitment campaign and employer branding. This will ensure they are sending the right message to potential hires and achieving the greatest yield for their advertising dollar. Results are most effective when attained through technological and human interaction sources and measured against a benchmark within an established candidate processing system.
2)Access to a candidate processing system.
Potential employees and employers both require quick and easy access to the process to make it work. This can best be achieved through multiple entry points. A combination of well-publicized, convenient Web access and immediate hands-on interaction with professionally trained recruiters is crucial for winning the race for the best candidates especially in the hourly employee market.
3)Assessment of a candidate’s qualifications.
It is essential that time is not wasted in the area of early prescreening in order to avoid slippage. Good candidates must be determined quickly and without error. A highly qualified candidate-processing company will offer customers a sophisticated methodology that includes Web-based screening tools and personal interviews. If properly done, this kind of process will produce the best candidates in a manner that is efficient and cost effective.
4)Actionable processing system.
It’s important to have a proactive candidate-processing plan in place, but a built-in ability to quickly take action is the necessary next step to move qualified candidates through the recruitment process. This includes such functions as initial Web-based screening and real-time interview scheduling to strengthen the candidate’s commitment and minimize risk of qualified candidates pursuing other companies.
5)Administration of the recruitment process.
Great candidate processing systems mean nothing without the ability to follow through to the implementation stages. It is essential that a company have in place a good HR staff to administer the staffing and training process once candidates are identified. However, it is equally important that the administrative burden of trivial or redundant recruitment task are eliminated by using an automated or outsource process, so that these HR professionals can be reallocated to high impact HR objectives.
continued
6)Analysis of the entire recruitment process.A company’s HR department should continuously measure the success or deficiencies of the entire recruitment process. Tracking and measuring every crucial step, right down to the hire, will enable you to make fact-based decisions that will maximize your recruitment program. One of the best ways to analyze the success of your recruitment process is to utilize a software system that can seamlessly integrate data transfers from the candidate processing company into an employer’s existing system for easy exchange of information and reporting. This enables companies to identify and monitor its best staffing practices and ensure added cost savings and productivity.
相关词汇
caveat 告诫base upon 依据，根据
optimize 使优化
strategy 策略
Awareness 知晓，了解
essential 基本的，本质的
monitor 监控
employer branding 雇主的声誉
campaign 活动
benchmark 基准
established 已制定的，确定的
access 途径
multiple 多样的
hands-on 实操的
crucial 至关重要的
Assessment 评估，估价，看法
prescreen 预审，预先会见，预筛选
slippage 滑动
sophisticate methodology（本文）灵活的方法
proactive （心理）前摄的，主动的，抢先的
built-in 内置的，固定的
scheduling 行程安排
strengthen 加强，巩固
commitment 委托事项，许诺，承担义务
pursuing 追踪，继续
Administration 管理
implementation 执行
trivial 微不足道的，琐细的
redundant 多余的
reallocate 再分配
deficiency 缺乏，不足
utilize 利用
seamlessly 无缝的
integrate 整合
data transfers 数据传输
今天没有时间翻译了，抱歉！
希望有能力的朋友可以主动帮忙，无限感激……
页:
[1]