Finding the right people
When a small company grows, managers must take on many new roles. Besides the day-to-day running of the business, they find themselves responsible for, among other things, relations with outside investors, increased levels of cashflow and, hardest of all, recruitment.
For most managers of small and medium-sized enterprises, the job of searching for, interviewing and selecting staff is difficult and time-consuming. (0) ... .G... . Interviewing, for example, is a highly skilled activity in itself.
We have found the whole process very hard, says Dan Baker, founding partner of a PR company. In seven years we have grown from five to eighteen staff, but we have not found it easy to locate and recruit the right people. (8).........As Dan Baker explains, We went to one for our first recruitment drive, but they took a lot of money in advance and didnt put forward anybody suitable. In the end we had to do it ourselves.
Most recruitment decisions are based on a pile of CVs, a couple of short interviews and two cautious references. David Rowe, a business psychologist, studied how appointments were made in five small companies. He claims that selection was rarely based on clear criteria. (9).........This kind of approach to recruitment often has unhappy consequences for both employers and new recruits.
Small companies often know what kind of person they are looking for. (10)......... According to David Rowe, this means that small company managers themselves have to devote more time and energy to recruitment. It shouldnt be something that is left to the evenings or weekends.
Many companies start the recruitment process with over-optimistic ideas about the type of person that will fit into their team. s very easy to say you must have the best people in the top positions, says Alex Jones, managing partner of an executive recruitment company. But someone who is excellent in one company may not do so well in another environment.(11).........You can never guarantee a successful transfer of skills.
Whatever the candidates qualifications, their personal qualities are just as important since they will have to integrate with existing members of staff. This is where, the recruitment industry argues, they can really help.
According to Alex Jones, A good recruitment agency will visit your company and ask a lot of questions. (12).........They can ask applicants all sorts of questions you dont like to ask and present you with a shortlist of people who not only have the skills, but who are likely to fit in with your companys way of doing things.
A finance director in a big company, for example, will often make a terrible small company finance director because he or she is used to having a team doing the day-to-day jobs.
B More often than not, the people making the choice prioritised different qualities in candidates or relied on guesswork.
C Recruitment would seem an obvious task to outsource, but the companys experience of recruitment agencies was not encouraging.
D They need paying for that, of course, but you will have them working for you and not for the candidate.
E They are usually in very specific markets and the problem they face is that recruitment agencies may not really understand the sector.
F This means that companies cannot spend more than the standard ten minutes interviewing each applicant.
G Yet few are trained and competent for all aspects of the task.
雅思写作练习:语法改错(上)
雅思小作文introduction介绍段高频表达
15个雅思写作难度话题
雅思小作文百变句式
雅思写作口语中的成语汇集
雅思写作万能演绎法与练习题十个
雅思写作实用句型结构参考
雅思小作文预测
雅思写作:词汇突破绝招
雅思写作点睛之笔100句(2)
雅思写作素材:名人名言大汇总
盘点雅思写作十大失败开头
雅思写作范文:英语写作的11个要点(英)
雅思议论文得分要点
雅思写作论点分析:个人与国家
细节决定品质 雅思写作的十大注意事项
雅思写作出镜率最高的词组们
雅思写作语法要地道
写证名师总结的雅思写作必备词汇
雅思写作高分应当避免的16个词组
雅思写作范文:公民的医疗福利
绝佳练习素材:雅思写作真题大集合
雅思写作:深度分析考官范文
雅思图表作文写作应注意的8个问题
备考雅思写作话题——从阅读开始
大开眼界:一个雅思作文题,七个开头段写法
名师告诉你雅思写作备考该不该背范文
雅思图表作文模板词句总结
雅思写作练习:语法改错(下)
雅思写作:task 1和task 2的时间该如何分配?
不限 |
英语教案 |
英语课件 |
英语试题 |
不限 |
不限 |
上册 |
下册 |
不限 |