招聘时招聘者的关心事项

I'm the company's recruitment specialist, and we've moved heavily into using the Internet. It's virtually eliminated the sorts of applications that don't stand a chance. We have an online application system that works well, because it elicits the vital information at the outset. For instance, there might be something like "Do you have hands-on experience of the latest technologies in this field?" People who can't give the answers are immediately advised not to continue with their application. It's astonishing that, while nearly all British businesses use the Internet in one way or another, most of them just use their websites as shop windows for advertising jobs, then expect people to send in paper-based applications. They're simply not using the technology to its best advantage. There are so many refinements that the Internet makes possible, so every recruitment officer ought to be looking at making optimal use of it and cutting out as much paper as they can.

我是公司的招聘专家，我们也利用互联网进行招聘，这样可以去除一些没用的申请。我们有一个运作良好的在线应聘系统，因为它能在最初的时候筛选一些重要的信息。例如，像“你曾经在这个领域拥有最新技术的经验吗？”等等，那些不能立即给出答案的人会建议不要继续提交他们的应聘申请。 令人吃惊的是，几乎英国所有的企业都用网络进行一些事务处理，他们中的大多数人只是将网站作为店铺的橱窗来刊登招聘广告，然后期望人们给他们发招聘简历。他们不只将技术作为自己的优势。互联网可以使很多事情变为可能，因此每一次招聘人员都应该很好地利用网络资源和尽量地节省纸张。

Many companies think they're up to date if they advertise vacancies on their website and send emails to applicants instead of letters. But that just isn't enough. These days, lots of people send text messages, so businesses should follow suit, for instance when inviting someone to interview, it shows that the firm has joined the 21st century. And although the phone is much more traditional, it's still a valuable form, because you can talk to applicants in person. Companies sometimes get the wrong idea about online recruitment. They focus on the fact that it can reduce administration, but forget that it takes specific skills to manage the online process. After all, the recruitment section of the website needs to be organised, applications dealt with quickly and effectively, and so on. People who are used to circulating details of vacancies internally, planning newspaper advertising, acknowledging applications, etc. may not have the abilities required for dealing with online recruitment. So often, people apply for jobs they know very little about, because positions with the same title can vary considerably in different organisations. So when you're recruiting, you should use your website to list projects and assignments of the post and give case histories of people in similar posts in the company, perhaps with a personal statement from them. It doesn't affect the procedure you follow, but it helps potential applicants to decide if it's a job they really want.

许多公司认为如果他们在网上招聘并且给申请人发邮件而不是信件，那么他们跟上了时代的步伐。但这远远不够。现今，许多人发短信，因此公司应该跟随时代潮流，例如当你邀请别人来面试的时候，你应该展示出公司已经进入21世纪现代化。虽然电话比较传统，但它依然非常重要，因为你可以亲自与申请者谈话。 公司有时候对网上招聘有错误的观念。他们关注更多的是，这能减少管理的繁琐，但是忘记网络招聘要使用特殊的技术来管理在线的程序。毕竟，网上招聘部门需要组织、应聘的信息需要迅速和有效的处理等等。招聘者过去常常在内部传播空缺职位的信息、做报纸广告，确认申请等等，但他们可能没有处理网上招聘所需要的能力。 人们常常申请他们了解很少的工作，因为同样的职位名称，在不同的公司会有区别。因此当你招聘时，你应该运用网站来列出职位的项目和任务并提供公司相似职位员工的历史档案，从他们那里得到的可能的话让本人来陈述。这对你接下来的流程没有影响，但这有助于求职者决定他们是不是真的需要这份工作。 ——By lsy34