本文選題：招聘　切入點(diǎn)：甄選　出處：《現(xiàn)代管理科學(xué)》2017年05期

【摘要】：隨著我國(guó)經(jīng)濟(jì)進(jìn)入新常態(tài)和改革向縱深推進(jìn),企業(yè)間的競(jìng)爭(zhēng)越來(lái)越激烈,而企業(yè)的競(jìng)爭(zhēng)歸根結(jié)底是人才的競(jìng)爭(zhēng),因此招聘認(rèn)同公司文化和價(jià)值觀的優(yōu)秀員工無(wú)疑成為企業(yè)人力資源管理的重中之重。面試過(guò)程中面試官的作用直接影響著招聘的工作成敗,文章以D公司的一次面試為例,深入研究了企業(yè)招聘面試中面試官的作用,并針對(duì)面試過(guò)程中的普遍性問(wèn)題提出了建議和對(duì)策,以期能夠幫助企業(yè)提升招聘工作的效率和效果。
[Abstract]:As China's economy enters the new normal and the reform moves in depth, the competition among enterprises becomes more and more intense, and the competition among enterprises is, in the final analysis, the competition for talents. Therefore, recruiting excellent employees who identify with company culture and values has undoubtedly become the top priority of human resources management in enterprises. The role of interviewers in the interview process directly affects the success or failure of recruitment. This article takes an interview in company D as an example. This paper deeply studies the role of interviewers in the recruitment and interview of enterprises, and puts forward some suggestions and countermeasures in view of the common problems in the process of interview, in order to help enterprises to improve the efficiency and effect of recruitment work.
【作者單位】： 中國(guó)人民大學(xué)公共管理學(xué)院;人力資源社會(huì)保障部國(guó)際合作司;
【分類(lèi)號(hào)】：F272.92

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