企业招聘面试的案设计与研究 彭烁.doc

学号： 企业招聘面试的案设计与研究 分 院 工商管理学院 专 业 人力资源管理 班 级 1101 姓 名 彭烁 指 导 教 师 胡晓琴 2014年5月 8日摘 要 关键词 ： Abstract 21st century business competition, in the final analysis is the talent competition, with increasingly intense competition in todays market, survival of the fittest is particularly evident desire of business professionals and demand greatly enhanced and improved internal talent echelon training and enterprise development pace obvious that there is no coordination notes. This time we have needed to recruit outside talent to complement the introduction of internal vacancies and disadvantages, so the work is no longer just a job interview HR job duties, but extended to all sectors of the managers, from corporate CEO, down to the line departments of each manager. In staff recruitment interview as a scientific management activities occur very early in Taylors scientific management era has created a recruitment, screening, job analysis and so on. These efforts have been specific human resource management activities, human resource management is the foundation and main functions. Whether it is a new business, or old enterprises should be carried out staff recruitment. Business representatives recruitment process is in direct contact with the candidates during the recruitment process is likely to help enterprises to establish a good image and attract more candidates, it may damage the corporate image, so that candidates disappointed. In fact, the recruitment process is the dominant interview. The interview is critical to the recruitment process a part of candidates in a short time it needs to communicate effectively with the interviewer, which is based on face to face conversation, ask questions, observe as the main means to achieve understanding about the overall quality of candidates conditions, and a more comprehensive, objective and impartial