Topic
课程论文Study on selection methodsMajorClaName王玥Number2010233106
2二Ｏ一三 年 十二 月
Study on selection methods
Abstract: In recruiting and hiring human resource module has a pivotal position.Hired in the first screening of candidates is the major problem.How to filter candidates? What method to filter out candidates with the times? What are the advantages and disadvantages of each method? These are major iues to explore in this article.
Keywords:Recruitment principlesTraditional screening methodsScreening methods for innovation
Recruitment principles
（1）open all avenues for people of talent, multiple channels (2) uni-system of personnel recruitment, employment by the personnel department, subdivisions for uniform implementation.Subdivisions can be used by itself, and the enterprise record.(3) highlight origin, system, law school diversity talent sources.(4) the enterprise employees have the priority of a job competition.Based on the discovery, use and cultivation of talents in enterprise employees, hiring first inward.(5) when determining employment criteria, not just \"like the high degree beg foreign study\", dominated by suitable talents.(6) in order to facilitate focused pre-job training and reduce hiring costs, recruitment should not be isolated, and should be carried out in bulk.(7) our departmental staff on the characteristics, structures are complementary.(8)the implementation of the Government\'s vocational qualifications certificate system.
Clearly the minimum job requirements
In today\'s labour market, apart from the high-end jobs, many posts are basically in a State of oversupply in many job seekers among companies need to recruit the most suitable people, stre, and most suitable officers for businees and jobs, and are not necearily the best.Therefore, enterprises must be as detailed as poible to describe job responsibilities and qualifications, also, it must be clearly stated minimum job requirements, or may receive a lot of resumes that do not meet the recruitment requirements at all.
In an enterprise, due to the nature of the work required, internal unwritten rules in recruitment is education at least Bachelor degree, but a publishing job advertisements has not put this section on job qualifications, and received a large number of College and high school education staff resumes, so in the big screen increases the workload, is not the best use of time.Phone screening
Some companies resume by telephone to inform job seekers to interview after the screening, on the phone, that is, time and place for interview, and so on.\"The call\" as a busine and job seekers for the first time \"intimate encounter\" enterprises should take advantage of it.Now, many job who in posted resumes of when may fundamental on no consider clearly, also no carefully see Enterprise of related introduced, just hold with, received interview notification again carefully considerations of ideas, such of job who in next recruitment hired of proce in the, may due to prior no understanding clearly related information and on not gathered, not only waste has each other of time and energy, and also effects enterprise of recruitment progre.Therefore, companies should conduct a preliminary screening of telephone communication, consensus on relevant iues, this will achieve a multiplier effect.
Application of psychological tests
Personality there is a close relationship between busine succe and personality tests on the career single greatest contribution is to detect abnormal behavior, emotional instability, thus reducing the negative impact on enterprise development of this group.Choosing the right personality tests are particularly important in the recruitment.
Personality matches the profeional studies are still in the trial stage, in the selection of personnel should therefore focus on the evaluation of a person\'s overall quality is excellent has a positive personality traits.
An important purpose of personnel selection is to anticipate future work performance of candidates.
Traditional screening methods
Traditional screening methods include interviews, tests, personal information, generally recommended tests and study your notes, and so on.These methods are widely used in the enterprise, and be accepted by the company in the long-term practice and recognition, described below.
1、detection, application forms, recommendation is the enterprise primary filter in the filtering proce, focusing on investigation the applicant\'s background and work and learning experiences.Fill in the application form is to apply a method of writing to introduce ourselves, in this form, companies want to obtain much of the information provided by applicants in the past, including educational background, employment history, job preferences and personal information.Featured quiz enterprises by way of telephone inquiries and written recommendation and personal interviews from more than one side to know applicant behaved in the past, as a
reflection of his references to future performance.
2、Graphology method is an acclaimed personality measurement is widely used in Western Europe.Companies require applicants to submit handwritten application, company to hire handwriting experts to judge your potential and ability, but most enterprises in China has not yet recognized.
3、Screening tests because of its scientific and effective by most firms to become HR screening proce in the most widely used method.Existing test methods varied, tilted angle of the tests varies, but the most common of the three tests: IQ tests, personality tests and performance tests.Intelligence tests focuses on Yu test candidate digital and language capacity and various stimulus by caused of mental activities way; personality quiz is from psychology of angle visits a people of personality features, is a a people except capacity zhiwai of personality of sum; performance quiz is a learning capacity of quiz, he visits a people in its candidates of work required of a species skills area in, after a time of training and learning by can reached of degree, many standardization of computer quiz, and English level quiz, is typical of performance quiz.
4、Screening interview is indispensable in the daily recruitment screening methods, according to a study showed that over 80% your organization uses interviews as a means of screening and hiring staff.Some small businees even if they do not carry out procedures such as screening tests, interviews of candidates will also be required.Interviews are recruiters and managers and candidates face to face communication and understanding of the bidding phase, usually only after a rigorous interview design will achieve the desired results.
Screening methods for innovation
Knowledge , organization by faced of human resources environment occurred has is big of changes, Enterprise increasingly attention recruitment and filter work in human resources management in the of role, recruitment and filter appeared has many practice innovation, like on profeional recruitment people of needs constantly increases; recruitment and filter gradually systematic, hired work from original of human resources sector extended to enterprise of all functions and profeional sector in the; recruitment work gradually let is located in filter and hired work; wait.Innovation in these come up with technological innovation.
1、Aement centres.Aement Center is a relatively new method, are generally large enterprises for job screening employees in key positions.Clinical interviews, role play, in the form of task simulation (such as document proceing), leaderle group discuions, management games, presentations and case studies, and more.It puts the candidate in team cooperation to investigate long-term management of technical and managerial capacities, objective and impartial evaluation of the participants \' activities.Thanks to all reviewers participate in evaluation work,
as well as the part of the participant\'s activities, evaluation of validity and reliability high.This approach has been widely applied in the enterprise in a foreign country, but China has not yet been widely accepted.
2、The application of computer technology.Application and development of computer technology, in addition to being used for information proceing, a computer, has emerged as a new technology applied to the interview, the interview became computerized.This computer-aisted interviews are commonly used for initial screening, require applicants to answer questions about your computer screen background, education, skills, knowledge and attitudes, the problems aociated with applying for positions.This way for companies to save recruiters time while avoiding the recruiter\'s job is reflected in interviews with people who influence and make the results more realistic.
3、Your candidate self test.This technology is now emerging.A number of websites have engaged in this work, they introduced jobs to candidates, and then invite them to present a brief \"interest\" test.Microsoft Skill 2000 is a tool for providing this service.It invited interested Web site visitors to answer questions about many aspects of personal interests and skills of 80 multiple choice questions, and according to their answer gives guidance on types of work.Introduction to each type of work on the website, allows interested people to apply for matching positions.At the same time, Microsoft Corporation collects all the test information, from analysis to see what the answer is, \"meet the work requirements,\" how many people, in absorbing outstanding employees, Microsoft has gained more knowledge and skills.Microsoft\'s approach served, on the one hand, operators of firms and companies generally encounter a problem: the highly qualified workers are getting harder to find.Often wanted to hire, candidates mostly doesn\'t want to move.This requires an enterprise recruiting and screening work for the long term planning, persistence, thinking ahead.Company website announced to the public and society for a long time the latest vacancies always attract personnel that meet busine needs and Microsoft through continuous analysis of information for enterprises to develop more effective, more targeted recruitment strategy to provide first-hand references.
To sum up, hiring methods are different.In our human resources work should work in conjunction the particularities and the hiring of principle to companies looking for the right talent.But times are changing, and this requires us to look for the development of job hiring.Own combination of practical experience, to the traditional way of filtering their eence to China to abandon its dregs, get rid of it!
