1、本科毕业 论文 （ 设计 ） 外 文 翻 译 外文题目 Recruitment and selection - R&D using the Internet 外文出处 Journal of Managerial Psychology， 2000（ 7）： P163-167 外文 作者 Maggie McCourt-Mooney 1 原文 ： Recruitment and Selection R&D using the Internet Maggie McCourt-Mooney Having identified in the first of this series of three ar
2、ticles several recurring themes in recruitment and selection (see Vol. 15 No. 3 of this journal) I embarked upon a more specific search. As well as using search engines, I made use of Proquest, an information service provided on the Web by Bell and Howell and available by subscription or through aca
3、demic libraries. Three of the themes previously identified - the changing work environment, developments in testing and assessment and the use of technology - formed the basis of the searches and provided useful links amongst a plethora of sites of tangential interest only. On-line recruiting： Other
4、wise known as e-recruiting and cyber recruiting. The development of recruitment on-line, and via company Web sites in particular, was my starting point. In order to establish the range of current practices, I searched a variety of Web sites representative of global organizations. This was supplement
5、ed by a search for relevant and up-to-date references in journal articles or available and/or accessible through the Internet. The Internet and recruitment advertising： Judging by the wealth of Web site addresses now found in newspapers, journals and in job advertisements, some substantial part of t
6、he recruitment budget is being devoted specifically to on-line recruitment. Whether this is to market the organization or to be a showcase to attract potential job seekers is not clear. My search of several Web sites revealed a wide variety of approaches to the use of on-line recruiting. An equally
7、interesting observation was the relationship between the culture of an organization and its on-line recruitment practices. Traditional recruitment practices： Several sites, however, appeared either to merely state that applicants could apply for jobs on-line and/or should send rsums or complete a fo
8、rm. These sites may attract some applicants, but if they have already 2 visited sites like those reviewed earlier in this article, they may well be discouraged by the very traditional approach. There appears to be little imaginative use of the technology. However, the particular companys culture and
9、/or the nature of its business may go some way to explaining this. HSBC in the banking sector at http:/company.monster.co.uk/hsbcuk/ was notably uninteresting, closely followed by Roche at http:/ which simply gave general descriptions of jobs in the Company and stated that applicants should send app
10、lication with usual documents via conventional mail. A more traditional approach is hard to imagine. AT&T from the telecommunications sector at http:/ was at first intriguing with its City of opportunities. However on trying to find out what these opportunities were, the phrase Occupational represen
11、ted positions appeared and from then onwards very little made much sense. I was left with the impression that if a company was innovative or young and dynamic, or had a very mature and leading edge recruitment process in traditional terms, it would be likely to embrace the use of the Internet warmly
12、 and to good effect. It seemed valid to check this out with other sources of reference on the Internet and to establish whether research reports are as yet demonstrating how and why companies are changing their recruitment practices to use the Internet. Developments in testing and assessment： Turnin
13、g now to my next theme of developments in testing and assessment, the primary tool I used for this particular search was Proquest. I wanted to go beyond the shop front approach of many Web sites and find relevant research rather than simply product information. Initially, I decided to narrow my sear
14、ch to one aspect of testing and assessment pre-employment screening. This search provided several interesting and informative journal articles on the subject ranging from an historical perspective to guidance on legislative implications and current products available in the market place. As a starting point, a very thorough and up-to-date consideration of pre-employment screening was found in American Business Review by Philbrick et al. (1999). Interestingly the starting point of this article was the increasingly litigious
