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2010-9-30 译言网 | 如何组织内部面试 译言网 | 如何组织内部面试 /view/175208/135939 September 30th, 2010 How to Conduct an Internal Interview 如何组织内部面试 Organizations spend the majority of their hiring resources on finding and screening external candidates. But when you need to fill a position, the most cost-effective and practical thing you can do is hire someone from within. In fact, most hiring in companies is done internally. Still, the internal interview is often thought of as something to check off on a hiring to-do list rather than a source of real information. If you already know the person, what else is there to learn, right? Wrong. When conducted well, internal interviews can provide valuable new insight into a known candidate. 公司把大部分的雇佣资源都花在寻找和网罗外部应征者身上。但当你需要填补一个职位，成本 最低、最实际的方法就是从内部招人。实际上，大多数公司的招聘都是在内部进行。尽管如 此，内部面试通常被视作一种核对招聘事项单的行为，而不是一种获取真正信息的资源。如果 你已经了解这个人，还要知道什么呢，对吧？错。如果做法正确，内部面试能帮你重新认识熟 知的应征者。 What the Experts Say 专家的话 Whether you worked with a candidate closely or you just know of her, dont skimp on the internal interview process. Just because you know someone well doesnt mean you will know if they will be able to perform well in a new job, says Susan Cantrell, senior research fellow at Accentures Institute for High Performance and co-author of Workforce of One: Revolutionizing Talent Management through Customization. Assuming you know all the candidates skills, capabilities, and potential is dangerous. Most hiring managers find out little additional information about a candidate during the interview; they dont get to the right level of detail to make their questions meaningful, and they rely too much on subjective, non-criteria based judgment, says Cantrell. 不论你与应征者工作关系密切还是仅仅“知道”她，不要草草了结内部面试程序。“仅仅因为 你很了解某个人并不意味着你能确信他们在新工作中表现很好。”埃森哲高级研究机构的高级 研究员、《通过习惯改革人才的管理》的共同作家苏珊·坎特雷尔说。