征婚和公司招人# Piebridge - 鹊桥
a*y
1 楼
以下是从jobhunting版抄来的，看看跟征婚是不是一回事？
Why the selection interview is important to an organization’s success
Professional interviewing is the key factor in hiring and retaining
qualified personnel for an organization. It is used almost universally to
obtain information from job applicants in order to predict success on a job.
Interviews that are not complete or are poorly conducted will significantly
decrease the chances of obtaining the best people. The quality of a company’
s entire selection process is vital to positioning and marketing the
organization to the best qualified candidates in the labor force. The
interview is the core of this process, since it is the point at which the
candidate and the organization meet to exchange the information that will
determine the hiring decision.
Hiring the wrong people is very costly to an organization -- in terms of
turnover, decreased productivity, poor morale, potential damage to the
company’s reputation and return on investment. With training costs for new
employees averaging $12,000 during the first year -- and rising -- poor
hiring decisions is a considerable waste of an organization’s resources.
And, the significant costs of recruiting and hiring a replacement for a
terminated employee are additional expenses that are incurred when the wrong
hiring decision is made.
To be competitive, an organization must provide the opportunity for every
hiring supervisor and manager to develop and practice effective skills for
analyzing those skills best suited to the positions and filling them
properly.
Why the selection interview is important to an organization’s success
Professional interviewing is the key factor in hiring and retaining
qualified personnel for an organization. It is used almost universally to
obtain information from job applicants in order to predict success on a job.
Interviews that are not complete or are poorly conducted will significantly
decrease the chances of obtaining the best people. The quality of a company’
s entire selection process is vital to positioning and marketing the
organization to the best qualified candidates in the labor force. The
interview is the core of this process, since it is the point at which the
candidate and the organization meet to exchange the information that will
determine the hiring decision.
Hiring the wrong people is very costly to an organization -- in terms of
turnover, decreased productivity, poor morale, potential damage to the
company’s reputation and return on investment. With training costs for new
employees averaging $12,000 during the first year -- and rising -- poor
hiring decisions is a considerable waste of an organization’s resources.
And, the significant costs of recruiting and hiring a replacement for a
terminated employee are additional expenses that are incurred when the wrong
hiring decision is made.
To be competitive, an organization must provide the opportunity for every
hiring supervisor and manager to develop and practice effective skills for
analyzing those skills best suited to the positions and filling them
properly.
