招聘口试中存在的主要题目（国外英文资料）.docVIP

招聘面试中存在的主要问题（国外英文资料） The interview is an assessment method widely used in personnel recruitment by various organizations at all levels. Unfortunately, such a common used technique, the application in reality level is generally low, outstanding performance in the interview questions optional the gender is strong, the implementation process is not standard, invasion of privacy and so on, so that the losses caused not due to the unit or unnecessary lawsuits (e.g., invasion of privacy in the interview). Lets discuss the common issues in the current interview practice. First, the implementation procedure is not standardized In personnel recruitment, we often see some poor organization implement department of choose and employ persons, implementation procedures, main performance in the interview exam of lax security measures, the candidate interview order any specified, candidates interview questions are different, the candidate interview time length is differ, etc., thereby objectively caused the unfair for candidates, corrupt image of unit of choose and employ persons. Attaches great importance to this problem should be a cause of unit of choose and employ persons, because in a sense, the implementation of the standardization of the program, the fairness than the stand or fall of design the interview, interview the examiner technical level is more important, because the interview procedure specification or not is every job candidate can direct perception, non-standard interviews candidates inner causes injustice, this injustice once produced, it is difficult to design to change through interviews. It is more important to pay attention to the standardization of the implementation procedure in unit internal competition. Because people see within a unit, lower the head to see, if the procedure is not standard, people will to lead to the partial who have a variety of suspicion, the result may lead to tension between colleagues, leadership and colleagues, it is against the