The Scientific Approach to Recruitment 招聘的科學(xué)方法

When it come to selecting candidates through interview, more often than not the decision is made within the first five minutes of a meeting. Yet employers like to convince themselves that they are being exceptionally thorough in their selection process. In today's competitive market place, the **quality ** of staff in many organisations is fundamental to the company's success and, as a result, recruiters use all means at their disposal to **secure ** the best in the field.

當(dāng)說到通過面試挑選求職者的時(shí)候，往往在開始的五分鐘里招聘者就已經(jīng)做出了決定。但是雇主喜歡讓他們自己深信那些應(yīng)試者是通過他們特殊的招聘過程中選拔出來的。在今天競爭激烈的人才市場中，很多公司員工的能力是公司成功的基礎(chǔ)。結(jié)果，招聘者用他們了解的各種方法來獲得這個(gè)領(lǐng)域最頂尖的人才。

One method in particular that has risen in popularity is testing, either psychometric testing, which attempts to define psychological characteristics, or ability/aptitude testing. The idea is that testing provide an organisation with an extra way of establishing a candidate's suitability for a role. It enable companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified elements.

越來越普及的一個(gè)方法是通過測試，一種方式是通過心理測試，這個(gè)方法試圖去了解應(yīng)聘者的心理活動(dòng)。另一種方式是能力/才能測試。 這個(gè)想法是：測試可以提供公司一個(gè)額外的方式去了解應(yīng)聘者是否適合應(yīng)聘的崗位條件。這使得通過確定崗位的關(guān)鍵條件和測試應(yīng)聘者的能力看他們是否有這樣的能力，使得公司增加價(jià)值。

The employment of psychometric or ability testing as one component of the recruitment process may have some merit, but in reality there is no real measure scientific or otherwise, of the potential future performance of any individual. The answer to this problem is experience in interview techniques and a strong definition of the elements of each position to be filled . As the whole recruitment process is based on few real certainties, the instinctive decisions that many employers make, based on a CV and the first five minutes of a meeting, are probably no less valid than any other tool employed in the business of recruitment.

作為招聘過程中的心理測試或能力測試可能有一些優(yōu)點(diǎn)，但是在現(xiàn)實(shí)中并沒有一個(gè)真正的科學(xué)的，或者是能了解應(yīng)聘者在未來工作中表現(xiàn)的衡量標(biāo)準(zhǔn)。這個(gè)問題的答案是一種經(jīng)驗(yàn)，由于這種經(jīng)驗(yàn)需要面試技巧和對(duì)這種崗位要求條件充分了解。因?yàn)檎麄€(gè)的招聘過程是基于很少的現(xiàn)實(shí)的可能性，基于簡歷和面試的前5分鐘讓很多雇主做出本能的決定，很可能不亞于在招聘中運(yùn)用其他技巧來的有效。