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.
雅思口语范文:描述一个家庭
雅思口语是场战争 需要自信勇气去征服
如何甩掉口语表达中的中国味?
提升三大能力成就雅思口语高分
雅思口语八大“魔鬼话题”之媒体
首考雅思6.5分通关:口语要注意细节练习
让你得到雅思口语考官青睐的6招
雅思口语考官最爱问的经典问题大盘点(1)
锤炼雅思口语语音语调的三个步骤
雅思口语考试的“潜规则”
如何在雅思写作中灵活运用正式的书面语
雅思口语考官到底想让你展现什么?
如何提高口语水平
康志刚:雅思口语常见句型200个
雅思口语每年换三次题库 更新三至四成旧题
雅思口语考试中经常出现的一些 “陷阱”
让口语达到流利准确恰当的具体方法
八成应考者患英语“贫血症”
雅思口语考官最爱问的经典问题大盘点(5)
雅思指导:辨认和使用正式与非正式词汇
雅思口语参考范文:旅游
准杜拉拉们千万不可用错 英语口语之成语篇
雅思口语考官最爱问的经典问题大盘点(4)
雅思口语不可盲目跟读课文与录音
应对雅思口语的24大法则
雅思口语备考的万能模板
4月雅思口语考试最新命题趋势
词汇量有限,如何才能考7分?
注意:雅思口语考试必知七大准则
雅思口语高分必备词汇:房屋与旅馆
不限 |
英语教案 |
英语课件 |
英语试题 |
不限 |
不限 |
上册 |
下册 |
不限 |