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最后,让我们来看看过去几年里我听到过的有关招聘的6个常见问题。1.在招聘时,您是如何进行面试的?我会立即回答:永远不要完全依赖一次面试!不管你的时间有多紧迫,或者不管某个应试者的表现有多么积极,你都应该多安排几名公司的人与每一位候选人做多次接触。随着时间的推移,你会发现在自己的组织中某些人具有识别明星和假货的特殊才能,那么招聘时就要更多地依赖他们。(例如比尔·康纳狄,我的人力资源负责人,就是这方面的能手。不论是应试者的一次握手、一个微笑,还是关于自己家庭的一段谈话,求职者的情况都会一目了然地展现在他面前。)还有,如果某位值得信赖的同事告诉你,他对某个求职者有不好的直觉,那你应该认真倾听。通常情况下,这种说不清楚的感觉会是一种信号,它告诉你那个候选人其实并不是表面上那么回事。
Finally, let’s look at six common questions about hiring that I’ve heard about over the past few years. 1. How do you interview when hiring? I’ll answer right away: Never rely on an interview! No matter how tight your time is or how active a candidate is, you should arrange more Several company people make repeated contacts with every candidate. Over time, you’ll find that some people in your organization have the special talent to identify celebrities and fakes, so hire more to rely on them. (For example, Bill Connady, my head of human resources, is the expert in this area.) Whether it’s a handshake, a smile, or a conversation about his family, the job seeker is clearly presented to him ) And, if a trusted colleague tells you he has a bad idea about a job seeker, you should listen carefully. Often, this kind of unclear feeling can be a sign that tells you that candidate is not actually the same thing.