He adds that a typical big company starts with an average of about 30 applications for each opening it fills, "so if you hire 1,000 people a year, you're interacting, for better or worse, with roughly 30,000 candidates. And alienating 30,000 potential customers, plus all their online contacts, is not very smart."
他补充说,通常,一家大公司每有一个岗位空缺,平均就能收到约30份求职申请。“因此,如果你每年招聘1000个人,那你差不多要和3万个求职者——具体数字或可增减——打交道,疏远3万个潜在顾客再加上他们所有的网上联系人,恐怕不太明智。”
The irony is that it doesn't have to be this way, again because of the Internet. Over the past five years or so, most large employers have adopted sophisticated web-based recruiting tools, which have built-in features that keep track of the status of each candidate's application.
颇具讽刺意味的是,同样基于互联网,雇主其实可以避免上述问题。过去五年来,多数大公司都采用了完善成熟的基于网络的招聘工具,其中内置有追踪每个求职者当前情况的功能。
"These features work the same way as when, for example, you order a book from Amazon (AMZN). The system tracks when it leaves the warehouse, when it goes on a truck, when it's en route for delivery to you, and so on," says Forman. "So the problem isn't that employers don't know where your application stands, how many other people are in the running, or whether the job has been filled. They know precisely."
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