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Business report写作格式-招聘选拔流程方法。本文是一篇留学生report写作格式范文，本报告将讨论的主题是招聘和选拔流程，以及2013年公司为填补空缺而采取的一些更具创新性的方法。招聘可以定义为“产生一批有能力的人申请到一个组织工作的过程”，以及选择“根据管理目标和法律要求，经理和其他人使用特定工具从申请人中选择一个或多个更有可能在工作中取得成功的人的过程”。“简单地说，招聘协议就是吸引一群潜在候选人申请空缺；甄选是从通过招聘确定的人才库中选择最合适的候选人的过程。下面就一起来参考这篇report写作格式范文的全部内容。 
In this report the topic that will be discussed is the Recruitment & Selection process and some of the more innovative approaches being taken by companies in 2013 towards filling vacancies. Recruitment can be defined as “the process of generating a pool of capable people to apply for employment to an organisation” and selection the “process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.” (Bratton & Gold, 2007) In simper terms recruitment deals with attracting a group of potential candidates to apply for a vacancy; Selection is a process of choosing the most suitable candidate from the pool identified through recruitment.
People are a company’s most important asset. Your employees are the face of your business and in today’s competitive environment making the right recruitment and selection choices is crucial to the success of your business. Choosing the best most suitable applicant to join the organisation is a key stage in developing an effective workforce. Recruitment and selection helps ensure that your company is a strong and successful one, by attracting, screening, and securing the best candidates for the position.
人是公司最重要的资产。您的员工是您企业的代表，在当今竞争激烈的环境中，做出正确的招聘和选拔选择对您企业的成功至关重要。选择最合适的申请人加入组织是培养有效劳动力的关键阶段。招聘和甄选通过吸引、筛选和确保职位的最佳候选人，有助于确保您的公司强大而成功。
Recruitment has many important functions some of these include attracting a pool of suitable applicants for the vacancy, to deter unsuitable candidates from applying and to create a positive image of the company by choosing a suitable applicant, one that will represent the company appropriately.
招聘有许多重要的功能，其中一些功能包括为空缺职位吸引一批合适的申请人，阻止不合适的候选人申请，并通过选择合适的申请人来创建公司的正面形象，合适的申请人将代表公司。
The methods of recruitment open to a business are often categorised into internal and external recruitment. Internal recruitment is when the business tries to fill the positionfrom within its existing workforce. External recruitment is when the business looks to fill the position from a suitable applicant external to the business. Both internal and external recruitment methods possess advantages and disadvantage to the company.
对企业开放的招聘方法通常分为内部招聘和外部招聘。内部招聘是指企业试图从现有员工中填补职位空缺。外部招聘是指企业希望从外部合适的应聘者那里填补职位空缺。内部和外部招聘方法对公司都有利弊。
Internal recruitment is cheaper and quicker to recruit also the people applying are already familiar with the business and how it operates. It can also be seen to be motivating for the current staff if they are competing with each other for a new and often superior position. A negative reaction is also found from internal recruitment as it can sometimes cause resentment amongst candidates not appointed to the new position. Also no new ideas are introduced from outside which can have a damaging effect on the business. If the company carries out external recruitment procedures, it is opening the business to new ideas and people who have a wider range of experience, skills and ideas. Even though the process may be longer and more expensive there is a larger pool of workers from which to find the best candidate. (Riley, 2012)
内部招聘成本更低，招聘速度更快，而且申请者已经熟悉企业及其运作方式。如果目前的员工相互竞争一个新的、通常是更高的职位，这也可以被视为是对他们的激励。内部招聘也会产生负面反应，因为它有时会引起未被任命担任新职位的候选人的不满。此外，没有从外部引入可能对业务产生破坏性影响的新想法。如果公司实施外部招聘程序，它将向新思想和具有更广泛经验、技能和想法的人开放业务。尽管这个过程可能会更长，成本更高，但有更多的员工可以从中找到最佳候选人。
Some Internal recruitment methods include promoting existing employees to a higher role, a supervisor or manager may make a recommendation of an employee they see suitable for the role. Other methods include succession planning which is a process for identifying and developing internal people with the potential to fill a new role. Transfers have become increasingly popular in recent years, especially in the hotel industry, transferring department heads from different locations and departments help save the business both time and money also. Previous applicants or previous employees may also be eligible for the role needing to be filled. Using existing employee contacts can be seen to work also but sometimes a bias opinion may render the recommendation.
一些内部招聘方法包括将现有员工提升至更高职位，主管或经理可能会推荐他们认为适合该职位的员工。其他方法包括继任计划，这是一个识别和培养有潜力担任新角色的内部人员的过程。近年来，调任越来越流行，尤其是在酒店行业，从不同地点和部门调任部门负责人有助于节省业务时间和金钱。以前的申请人或以前的员工也可能有资格担任需要填补的职位。使用现有的员工联系人也可以被视为有效，但有时可能会产生偏见意见。
Some of the most popular and classic methods of recruitment include Job advertisements which are the most common form of external recruitment. They can be found in many different places and use many different mediums. Some examples include local and national newspapers, notice boards, and recruitment fairs. Advertisement should include some important information relating to the job, job title like pay package, location, job description, how to apply-either by CV or application form.
一些最流行和经典的招聘方法包括招聘广告，这是最常见的外部招聘形式。它们可以在许多不同的地方找到，并使用许多不同的媒介。一些例子包括地方和国家报纸、布告栏和招聘会。广告应包括与工作、职位相关的一些重要信息，如工资待遇、地点、职位描述、如何通过简历或申请表申请。
Companies sometimes use employment and recruitment agencies if they have limited resources themselves. These companies can save a business a huge amount of time and money and general hassle involved with the recruitment and selection of a candidate. These companies normal charge a fee and can be expensive. They also sometimes specialise in a certain areas or industries e.g. ie have a bank of positions and cvs available in the hospitality industry.
如果公司自身资源有限，有时会使用就业和招聘机构。这些公司可以为企业节省大量的时间和金钱，以及在招聘和甄选候选人时所涉及的一般麻烦。这些公司通常收取费用，而且可能很昂贵。他们有时也专门从事某些领域或行业，例如在酒店业有一个职位和简历库。
Career fairs can also be a useful tool of recruitment. A career fair can be held independently or sometime sponsored by a college. This can be a great way of recruiting well educated and new graduate to a company.
招聘会也是一种有用的招聘工具。职业博览会可以独立举办，也可以由学院赞助。这可能是一个很好的方式来招聘受过良好教育的新毕业生到公司。
Once a pool of applicants is created the Selection methods or screening devices which include application blanks, employment interviews, aptitude tests, and personality test are used to narrow down the applicants to find a suitable candidate.
一旦创建了一个申请者库，就会使用筛选方法或筛选设备，包括申请空白、就业面试、能力测试和个性测试，以缩小申请人范围，找到合适的候选人。
The interview is the most commonly used method of the selection. This method is the exchange of information between an applicant and an interviewer regarding their suitability and interest in a job the employer seeks to fill. the interview give the employer an opportunity to probed more deeply into any information the applicant has already give through the means of a cv or application form. Since interviews can be rather flexible, any missing pieces of information about an applicant can be collected at this time. Even though interview have shown to be a useful tool of selection in the past this method has posed some problems such as pre-existing criteria of what the ideal candidate should be and the comparison of an applicant to this. Also some interviewer may hold a bias opinion on what they are looking for and what they are not. They’re are many different forms an interview can take these include Selection interview this procedure is designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries, a Non-structured interviewer asks questions as they come to mind and there is no set format to follow, a Structured questions interview id when there are specific question drawn up in advance and the responses may be rated.
面试是最常用的选拔方法。这种方法是求职者和面试官之间就他们对雇主希望填补的工作的适合性和兴趣交换信息。面试让雇主有机会通过简历或申请表更深入地了解申请人已经提供的任何信息。由于面试可能相当灵活，因此此时可以收集申请人的任何缺失信息。尽管面试在过去已被证明是一种有用的选择工具，但这种方法也带来了一些问题，例如预先存在的理想候选人应该是什么样的标准以及申请人与之的比较。此外，一些面试官可能会对他们想要的和不想要的东西持有偏见。面试有很多不同的形式，包括选拔面试。这个程序是为了根据应聘者对口头询问的口头回答预测未来的工作表现，非结构化面试官会在想到问题时提出问题，而且没有固定的格式可遵循，结构化问题面试指的是事先拟定的具体问题，并且可能对回答进行评分。
Another method of selection which proves quite successful is the Psychometric tests. These tests include the measurement of knowledge, abilities, attitudes, personality traits, and educational measurement. These test use measurement instruments such as questionnaires, tests, and personality assessments to determine the above attributes.
另一种被证明非常成功的选择方法是心理测试。这些测试包括知识、能力、态度、性格特征和教育测量。这些测试使用问卷、测试和个性评估等测量工具来确定上述属性。
An assessment centre is an important tool in the method of selection. It is normally used to see how a candidate will act in a typical situation they will face in their new position. Different test and simulations are carries out in assessment centres; the candidates are observed and evaluated by psychologists and experienced managers. The candidates are also interviewed during the tests. Then an evaluation report is prepared for each candidate. This evaluation report is given to the Selection Committee. The Selection Committee uses this report to select a right person for right post. This method can last from 1-5 days. It is usually in the final stage of assessment. This is a good form of selection because it gives employers the opportunity to observe candidates over a longer period of time in formal and informal situations, (Gunnigle, Heraty, & Morley, 2006)
评估中心是选择方法的重要工具。它通常用于查看候选人在新职位上面临的典型情况下的表现。在评估中心进行不同的测试和模拟；这些候选人由心理学家和经验丰富的管理人员进行观察和评估。考生也会在考试期间接受面试。然后为每个候选人准备一份评估报告。本评估报告提交给遴选委员会。甄选委员会利用这份报告为合适的职位选择合适的人选。这种方法可以持续1-5天。通常处于评估的最后阶段。这是一种很好的选择形式，因为它让雇主有机会在正式和非正式的情况下对候选人进行更长时间的观察
Despite the rapid pace of change in HR methods, many of the classic recruiting methods still have roles to play in today’s world. Recruitment strategies vary. In the past, a company with job openings placed a classified help wanted ad in the newspaper or stuck a help wanted sign on the door. The world is growing and changing, and so is the world of recruiting. New technologies like the internet and smart phones have made information available to job seekers and employers any time and anywhere. With the increase in technology, it has become easier to approach candidates all over the world.
尽管人力资源方法的变化速度很快，但许多经典的招聘方法在当今世界仍然发挥着作用。招聘策略各不相同。过去，一家有职位空缺的公司在报纸上刊登招聘分类广告或在门上贴招聘广告。世界在增长和变化，招聘世界也在变化。互联网和智能手机等新技术使求职者和雇主可以随时随地获取信息。随着科技的发展，与世界各地的候选人接洽变得越来越容易。
One of the biggest movements in the recruitment and selection process is the introduction of social networking. Companies are now using social networking sites such as LinkedIn and Facebook to both recruit new applicant and in the selection of a new employer. Employers and third-party recruiters can now search these social networking platforms using specific key words to find groups of individuals who meet their pre-defined job criteria, regardless of whether they are currently on the job market. They can also use these sites to advertise any job opportunities they may have available in their businesses. This gives companies a much larger pool of candidates to choose from but also lets them choose the candidate they see as suitable. Social networking sites can also prove quite useful in the screening of new candidates. Doing a basic search of their public activity in cyberspace can be conducted to reveal any potential risks they may create for the employer.
在招聘和选拔过程中，最大的运动之一是引入社交网络。公司现在正在使用LinkedIn和Facebook等社交网站来招聘新申请人和选择新雇主。雇主和第三方招聘人员现在可以使用特定的关键字搜索这些社交网络平台，以查找符合预定义工作标准的个人群体，而不管他们目前是否在就业市场。他们还可以利用这些网站来宣传他们在企业中可能获得的任何就业机会。这为公司提供了更多的候选人供选择，同时也让他们选择自己认为合适的候选人。社交网站在筛选新候选人方面也很有用。对他们在网络空间的公共活动进行基本搜索，可以揭示他们可能给雇主带来的任何潜在风险。
There are many other social networking trends which are set to make huge influences on the future of the recruitment and selection process these include Klout. Klout is the biggest player in the growing world of digital influence at present. Klout measures your influence and ability to drive action on social networks. This site gives an insight into how influential someone is and what they are influential about. It is said that this rating scheme will find a prominent place on your resume. (Meister, 2013)
还有许多其他的社交网络趋势将对招聘和选拔过程的未来产生巨大影响，其中包括Klout。Klout是目前数字影响力不断增长的世界中最大的玩家。Klout衡量你在社交网络上推动行动的影响力和能力。这个网站提供了一个关于某人有多大影响力以及他们有什么影响力的见解。据说，这个评分方案将在你的简历中占据重要位置。
Although the use of social networks prove an advantage to many companies a recent study in which HR professionals from 20 science companies across the country were interviewed showed, while 70% said that social media is very important for the future of recruitment, only 25% are actively using social media to promote jobs. The reasons for the low use are: Most are not using social media because they find it hard to measure the return on investment for the amount of time they spend on it and haven’t so far been able to justify the time investment. Also from the companies that tried using social media the result was a bigger response from hopeful job candidates but of much lower overall quality. (Gormely, 2013)
尽管社交网络的使用对许多公司来说都是一种优势，但最近一项调查显示，来自全国20家科学公司的人力资源专业人士接受了采访，其中70%的人表示社交媒体对未来的招聘非常重要，只有25%的人积极使用社交媒体来促进就业。使用率低的原因是：大多数人没有使用社交媒体，因为他们发现很难根据花费在社交媒体上的时间来衡量投资回报，而且迄今为止还无法证明时间投资的合理性。此外，尝试使用社交媒体的公司的结果是，有希望的求职者做出了更大的回应，但总体质量却低得多。
Dr. John J. Sullivan, a management professor at San Francisco State University and critic of traditional hiring practices states that “The first rule of recruiting is that the best people already have jobs they like, So you have to find them; they’re not going to find you. It’s amazing that so many companies still use job fairs to recruit talent. Who goes to job fairs? People without jobs! ” . A successful recruitment strategy which has been seen to be doing quite well in the US is “road rally” in which teams of recruiters travelled around different companies and shops looking for suitable candidates. The recruiters spent hours inside stores like Best Buy and Circuit City and restaurants like T.G.I. Friday’s. They walked the aisles, bought merchandise, ordered meals and hunted for employees and managers who stood out by virtue of their energy, enthusiasm and rapport with customers.
John J.Sullivan博士，旧金山州立大学的一位管理学教授对传统招聘做法持批评态度，他表示：“招聘的第一条规则是，最优秀的人才已经有了他们喜欢的工作，所以你必须找到他们；他们不会找到你。令人惊讶的是，这么多公司仍在利用招聘会招聘人才。谁会去招聘会？没有工作的人！”。一个成功的招聘策略是“公路集会”，该策略在美国表现良好，招聘人员团队在不同的公司和商店寻找合适的候选人。招聘人员在百思买（Best Buy）和Circuit City等商店以及T.G.I.Friday’s等餐厅待了几个小时。他们走在过道上，购买商品，点餐，寻找那些因精力、热情和与客户关系融洽而脱颖而出的员工和经理。
“Too many companies focus on industry experience when they recruit,” Dr. John J. Sullivan said. “We’re after certain kinds of people, not people from a certain business. We’ve turned waiters and waitresses into great mortgage bankers. We’ve hired soap-opera actors and electricians. We can teach people about finance. We can’t teach passion, urgency and a willingness to go the extra mile.” (Sullivan, 2013)
约翰·J·沙利文博士说：“太多的公司在招聘时注重行业经验。”。“我们追求的是某种类型的人，而不是某个企业的人。我们已经把服务员变成了伟大的抵押贷款银行家。我们雇佣了肥皂剧演员和电工。我们可以教人们金融。我们不能教人们激情、紧迫感和愿意多做一点。”
Company websites have grown and developed hugely in recent years. Many business are only contactable and only also recruitment through their website. These businesses recruit simply by posting jobs on their website and waiting for applicants to find the job posting and apply. They find don’t need to do anything else as there is such a large volume of people searching for employment. For example, Southwest Airlines had a 4349 job opening in 2011, the company received a staggering 193,636 resumes. Southwest Airlines has a Careers section on the company’s website where it has information on jobs, benefits, the company culture, internships. Applicants can apply here by uploading, copying and pasting, or using the resume wizard to get their resume into Southwest’s applicant systems.
近年来，公司网站发展迅速。许多企业只能通过其网站进行联系和招聘。这些企业只需在网站上发布招聘信息，等待应聘者找到招聘信息并申请即可。他们发现不需要做任何其他事情，因为有这么多人在找工作。例如，2011年西南航空公司有4349个职位空缺，公司收到了惊人的193636份简历。西南航空公司在公司网站上有一个“职业”部分，其中包含有关工作、福利、公司文化和实习的信息。申请人可以通过上传、复制和粘贴，或使用简历向导将简历输入西南航空的申请人系统，在这里申请。
An new style of recruitment which is seeing to become more popular with the recruitment and selection. Rather than a formal interview, candidates will be asked to apply for the jobs with a personal sales pitch, in the style of the Apprentice TV show. This style is in play in A newly formed software company in Belfast. They are using the unusual job application process in a bid to recruit a 20-strong sales team. Mr McCaul a spokesperson for the company said: “This is a unique way of hiring staff but this is a chance for those people who may have a lack of experience in their CV, struggled in interviews, or for one reason or another, find themselves unemployed at the minute”.
一种新的招聘方式，随着招聘和甄选越来越受欢迎。求职者将被要求以《学徒》电视节目的形式，通过个人推销来应聘这份工作，而不是进行正式面试。这种风格在贝尔法斯特一家新成立的软件公司中发挥了作用。他们正在利用这一不寻常的求职流程来招聘一支20人的销售团队。该公司发言人麦考尔先生表示：“这是一种独特的招聘方式，但对于那些可能在简历中缺乏经验、面试中遇到困难或出于某种原因而立即失业的人来说，这是一个机会”。
Applicants were asked to submit their CV to Dealtronic and a selection of successful candidates that they feel suitable for the position will be invited to pitch their own credentials as a potential sales representative in front of a panel of three judges that will include Mr McCaul.
申请人被要求向Dealtronic提交简历，他们认为适合该职位的成功候选人将被邀请在包括麦考尔先生在内的三名评委面前展示自己作为潜在销售代表的资历。
PricewaterhouseCoopers which a firm in Ireland that provides integrated Audit, Tax and Advisory services across all industries in Ireland has taken a lead from Google in unconvential and innovative ways in which they recruit and select their employees. PwC has been known to use Lego when recruiting at British universities. The company asks it potential recruits build a tower using the smallest number of bricks.
普华永道会计师事务所是一家爱尔兰公司，为爱尔兰所有行业提供综合审计、税务和咨询服务，该公司在招聘和选择员工方面以非传统和创新的方式领先于谷歌。众所周知，普华永道在英国大学招聘时会使用乐高。该公司要求潜在员工用最少的砖建造一座塔。
In South Korea a company has been noted that it gets recruits to climb a hill, in order to identify potential leaders and see how people will react in given situations. The British hardware company B&Q was criticised in early 2007 when potential recruits were asked to dance to a Jackson Five song. While the union said the practice was “demeaning and irrelevant”, the company said it was “to make sure candidates were relaxed before the interview process.” Nicola Monson, of the Chartered Institute of Personnel and Development (CIPD), in London, supported the company on this occasion, saying, “Companies are beginning to look further than just the skills and competencies to do the job”.
report在文末提到，在韩国，有人注意到一家公司招募员工爬山，以确定潜在领导者，并了解人们在特定情况下的反应。2007年初，英国五金公司百安居受到了批评，当时该公司邀请潜在员工跟着杰克逊五世的歌曲跳舞。虽然工会表示，这种做法“有失身份，无关紧要”，但该公司表示，它“是为了确保候选人在面试前得到放松。”伦敦特许人事与发展研究所的尼古拉·蒙森在这一场合支持该公司，表示：，“公司开始关注更多，而不仅仅是做这项工作的技能和能力”。本站提供各国各专业report写作指导服务，如有需要可咨询本平台。
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