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光头妹 2012-11-15 17:27

http://www.manta.com/hr/best-hiring-secrets?referid=14094
By Dennis J. Hocker, Ph.D.

Statistics tell us that two-thirds of all hiring decisions fail within 36 months. That includes senior level executives to entry level laborers. The Bureau of Labor Statistics will confirm that the average turnover rate is approximately 3.7% per month. In fact, we know that one-third of people are in the wrong jobs, one-third of people are not a cultural match for their company, and more than one-half of employees are not properly trained for their current position or for the company's future needs.

It seems that better results are possible by flipping a coin! Managers tend to fall into the same traps again and again when hiring employees. To eliminate those errors hiring managers can greatly improve their results by following a few simple rules:

1. Know exactly what you want in an employee. What skills, values, traits and habits are shared by your best employees? Don't settle for less than exactly what meets your needs.

2. Make sure that they share a value system similar to yours. Cultural conflicts and value differences are the leading causes of employee failure. For example, if you highly value quality do not hire someone that wants to get the job done as quickly as possible. If you value dependability, make sure that is evident in the individual you choose for the position.

3. Hire the best and smartest. If you want your business to improve you need better, smarter people than you now have on the payroll. In many situations that means hiring people smarter than you.

4. Don't trust the resume. Verify the facts to the best of your ability. Hire a professional to do the interviewing unless you are skilled and comfortable with the process. Eliminating one hiring mistake will more than pay for the professional interviewing.

5. Use high quality assessments to get at the core issues. Assessments are predictors of peoples' behaviors, motivators, skills, and natural talents. In the hands of a skilled professional the use of assessments can greatly improve the quality of new hires. In most cases the cost for the assessment products will be less than the weekly salary of the person you seek to hire.


今天看到这篇文章,挺实用的,明天再翻译

光头妹 2012-11-16 09:32
Statistics tell us that two-thirds of all hiring decisions fail within 36 months. That includes senior level executives to entry level laborers. The Bureau of Labor Statistics will confirm that the average turnover rate is approximately 3.7% per month. In fact, we know that one-third of people are in the wrong jobs, one-third of people are not a cultural match for their company, and more than one-half of employees are not properly trained for their current position or for the company's future needs.

统计数据告诉我们,三分之二的聘用决定在36个月内都失败了,其中包括高层执行官,也包括入门级劳动者。劳动统计局将确认每月的平均员工流动率大约是3.7%。实际上,我们知道,三分之一的人在不合适自己的岗位上工作,三分之一的人不符合其公司文化要求,超过一半的雇员得到的培训并不符合其岗位的需要,或者不符合公司未来发展的需要。

光头妹 2012-11-16 09:39
It seems that better results are possible by flipping a coin! Managers tend to fall into the same traps again and again when hiring employees. To eliminate those errors hiring managers can greatly improve their results by following a few simple rules:

似乎要得到更好的结果,估计只能掷硬币决定了。在聘请员工的时候,经理们常常一次又一次地落入同一个困境里。要减少这些错误的聘用决定,经理们可以通过以下一些简单的法则来改善最终的结果。

光头妹 2012-11-16 09:49
1. Know exactly what you want in an employee. What skills, values, traits and habits are shared by your best employees? Don't settle for less than exactly what meets your needs.

1、清楚明白自己想要雇员具备什么条件。看看你优秀的雇员们都拥有一些怎样的技能、价值观、品质和习惯。如有未达到你所需要员工标准的,不聘。

光头妹 2012-11-16 09:55
2. Make sure that they share a value system similar to yours. Cultural conflicts and value differences are the leading causes of employee failure. For example, if you highly value quality, do not hire someone that wants to get the job done as quickly as possible. If you value dependability, make sure that is evident in the individual you choose for the position.

2、确保他们的价值观体系与你的相近。文化的冲突和价值观的不一是导致聘用失败的主要原因。打个比方,如果你非常注重质量,那么别请那些一心要尽快完成工作的人。如果你注重独立性,确保你为这岗位选择的那个人是明显具备这特性的。

光头妹 2012-11-16 10:15
3. Hire the best and smartest. If you want your business to improve, you need better, smarter people than you now have on the payroll. In many situations that means hiring people smarter than you.

3、雇用最好的、最聪明的。如果你想你的生意得到改进,你需要比现有员工更优秀、更聪明的人。在很多情况下,这意味着请比你更聪明的人。

光头妹 2012-11-16 10:27
4. Don't trust the resume. Verify the facts to the best of your ability. Hire a professional to do the interviewing unless you are skilled and comfortable with the process. Eliminating one hiring mistake will more than pay for the professional interviewing.

4、不要迷信简历。尽你最大的能力去鉴定事实。除非你能轻松并熟练的把握面试过程,否则就去聘请专业人员来面试应聘者。要知道,减少一个错误的聘用决定比聘请专业人员面试花费更多。

光头妹 2012-11-16 10:38
5. Use high quality assessments to get at the core issues. Assessments are predictors of peoples' behaviors, motivators, skills, and natural talents. In the hands of a skilled professional the use of assessments can greatly improve the quality of new hires. In most cases the cost for the assessment products will be less than the weekly salary of the person you seek to hire.

5、在核心问题上,使用高质量的测评工具。测评工具对人们的行为、动机、技巧和天资有很好的预测作用。测评工具在熟练的专业人员手里能大大改善新员工招聘的质量。大多数情况下,使用测评产品的费用比你付给自己找来聘用的人的周薪还会少。

光头妹 2012-11-16 10:39
How To Hire Quality Employees

标题:如何聘请到高质量的雇员




除了工作上的翻译,很久没有练笔了,多练练,把水平提上去


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