人事管理外文文献及翻译 第6页

Reception and Job Preview / Interest Screening
In addition to matching qualified people to jobs, the selection process has an important public-relations dimension. Discriminatory hiring practices, impolite interviewers, unnecessarily long waits, inappropriate testing procedures, and lack of follow-up letters can produce unfavorable impressions of an employer. In some cases, it is appropriate to have a brief interview, called an initial screening or a job preview / interest screen, to see if the applicant is likely to match any jobs available in the organization before allowing the individual to fill out an application form. The job preview / interest screen also can be done effectively by computer. Computerized processing of applicants can occur on several different levels. Computers can search resumes or application blanks for key words. Hundreds of large companies use types of artificial-intelligence (AI) or “text searching” software to scan, score, and track resumes of applicants. A second means of computerizing screening is conducting initial screening interviews electronically. Computer-assisted interviewing techniques can use tools such as videotaped scenarios to which applicants react.
The purpose of a realistic job preview (RJP) is to inform job candidates of the “organizational realities” of a job so that they can more accurately evaluate their own job expectations. By presenting applicants with a clear picture of the job, the organization hopes to reduce unrealistic expectations, thereby reducing employee disenchantment and ultimately employee dissatisfaction and turnover. A review on research on RJPs found that they tend to result in applicants having lower job expectations.

Application Forms
Application forms are widely used. Properly prepared, an application form serves four purposes:
It is a record of the applicant’s desire to obtain a position.
It provides the interviewer with a profile of the applicant that can be used in the interview.
It is a basic employee record for applicants who are hired.
It can be used for research on the effectiveness of the selection process.

Selection Testing
According to the Uniform Selection Guidelines issued by the EEOC, any employment requirement is a “test”. Some employers purchase prepared tests, while other employers develop their own tests. Many people feel that formal tests can be of great benefit in the selection process when properly used and administered.
Interpreting test results is not always straightforward, even if the test in valid. Individuals trained in testing and test interpretation should be involved in establishing and maintaining a testing system. Furthermore, the role of tests in the overall selection process must be kept in perspective.

Selection Interview
A selection interview is designed to identify information on a candidate and clarify information from other sources. This in-depth interview is designed to integrate all the information from application forms, tests, and reference checks, so that a decision can be made. Because of the integration required and the desirability if face-to-face contact, the interview is the most important phase of the selection process in many situations. Conflicting information may have emerged from tests, application forms, and references. As a result, the interviewer must obtain as much pertinent information about the applicant as possible during the limited interview time and evaluate this information against job standards. Finally, a selection decision must be made, based on all of the information obtained in the preceding steps.
The interview is not an especially valid predictor of job performance, but it has high “face validity”---that is, it seems valid to employers and they like it. Virtually all employers are likely to hire individuals using interviews.