• Decision-Makers Aren't Always on Target 决策人眼光不准
Many times, screeners are far removed from the front lines. Don't assume they are aware of industry developments. Don't assume they study what works outside their company. Most important, don't assume they are well-versed in a position's daily responsibilities and requirements. 许多时候,筛选人与一线人员相差很大。不要认为他们了解行业的发展。不要认为他们研究过企业外部的情况。最重要的一点是,不要认为他们精通某个职位的日常责任和要求。
Even more, employers don't always apply the right formula in hiring decisions. They may apply a successful organization's methodology without taking underlying variables like stage of growth into account. They may mine the company history for specific traits and success stories, without examining how positions evolve. Worst of all, they may evaluate candidates based on the values they preach, not the ones they actually practice (or vice versa). 更有甚者,雇主在做出招聘决定的时候不会使用正确的程序。他们可能会使用一个成功组织的方法,而不将潜在的变化——比如成长阶段——考虑在内。他们也许根据公司历史情况寻找特定品质或成功故事,而没有审视职位演变的情况。最糟糕的是,他们也许根据自己鼓吹的而不是实际身体力行的(反之亦然)价值观来评估候选人。
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