本周继续共享Strategic Human Resource Management资料中的Recruitment and Selection的详细流程。
• Selection process
– Managers find out whether each applicant is qualified for the position and likely to be a good performer
• Background Information
– Helpful to screen out applicants who are lacking key qualifications
– Determine which qualified applicants are more promising than others
• Interviews
– Structured interviews where managers ask each applicant the same job-related questions.
– Unstructured interviews that resemble normal conversations.
– Usually structured interviews preferred; bias is possible in unstructured interviews.
• Paper-and-Pencil Tests
– Ability tests assess the extent to which applicants possess the skills necessary job performance
– Managers must have sound evidence that the tests are good predictors of performance
• Physical ability tests
– Measures of dexterity, strength, and stamina for physically demanding jobs
– Measures must be job related to avoid discrimination.
• Performance tests
– Tests that measure an applicant’s current ability to perform the job or part of the job such as requiring an applicant to take typing speed test.
– Assessment centers are facilities where managerial candidates are assessed on job-related activities over a period of a few days.
• References
– Knowledgeable sources who know the applicants’ skills, abilities, and other personal characteristics
– Many former employers are reluctant to provide negative information
七、Today’s topic（互动话题）
面试时到了最后环节都会问HR哪些问题呢？不少职场新人在听到这样一个问题时一定会有种无所适从的感觉，不知道该从哪个角度进行切入回答，到底该问还是不该问？该问哪些问题？
面试最后一问该问或不该问HR哪些问题
各位家人你会怎么回答这个问题
奖励方式：
跟帖的童鞋一律+2分；
按互动内容回复的一律+6分，
回复内容有建设性意见、有指导性等等，再加+10分到+20分
如果大家有更好的讨论话题，请直接站内短信给我，被采纳的一律+25分
点击率超过300、500、800、1000，各十楼家人（10、20、30等）每次各+10
加分活跃期：本周一到周四，周五开始恢复正常加分尺度。
[复制链接]
窥视卡
雷达卡
发表于 2012-4-23 11:14:38
转播
淘帖
分享
收藏
支持
反对
@朋友
提升卡
置顶卡
沉默卡
喧嚣卡
变色卡
千斤顶
显身卡
发表于 2012-8-21 18:12:04
