| I'm the company's recruitment specialist, and we've moved heavily into using the Internet. It's virtually eliminated the sorts of applications that don't stand a chance. We have an online application system that works well, because it elicits the vital information at the outset. For instance, there might be something like "Do you have hands-on experience of the latest technologies in this field?" People who can't give the answers are immediately advised not to continue with their application. It's astonishing that, while nearly all British businesses use the Internet in one way or another, most of them just use their websites as shop windows for advertising jobs, then expect people to send in paper-based applications. They're simply not using the technology to its best advantage. There are so many refinements that the Internet makes possible, so every recruitment officer ought to be looking at making optimal use of it and cutting out as much paper as they can. | |
| 我是公司的招聘专家，我们也利用互联网进行招聘，这样可以去除一些没用的申请。我们有一个运作良好的在线应聘系统，因为它能在最初的时候筛选一些重要的信息。例如，像“你曾经在这个领域拥有最新技术的经验吗？”等等，那些不能立即给出答案的人会建议不要继续提交他们的应聘申请。 令人吃惊的是，几乎英国所有的企业都用网络进行一些事务处理，他们中的大多数人只是将网站作为店铺的橱窗来刊登招聘广告，然后期望人们给他们发招聘简历。他们不只将技术作为自己的优势。互联网可以使很多事情变为可能，因此每一次招聘人员都应该很好地利用网络资源和尽量地节省纸张。 |
| I' m the company' s recruitment specialist, and we' ve moved heavily into using the Internet. It' s virtually eliminated the sorts of applications that don' t stand a chance. We have an online application system that works well, because it elicits the vital information at the outset. For instance, there might be something like " Do you have handson experience of the latest technologies in this field?" People who can' t give the answers are immediately advised not to continue with their application. It' s astonishing that, while nearly all British businesses use the Internet in one way or another, most of them just use their websites as shop windows for advertising jobs, then expect people to send in paperbased applications. They' re simply not using the technology to its best advantage. There are so many refinements that the Internet makes possible, so every recruitment officer ought to be looking at making optimal use of it and cutting out as much paper as they can. | |
| wo shi gong si de zhao pin zhuan jia, wo men ye li yong hu lian wang jin xing zhao pin, zhe yang ke yi qu chu yi xie mei yong de shen qing. wo men you yi ge yun zuo liang hao de zai xian ying pin xi tong, yin wei ta neng zai zui chu de shi hou shai xuan yi xie zhong yao de xin xi. li ru, xiang" ni ceng jing zai zhe ge ling yu yong you zui xin ji shu de jing yan ma?" deng deng, nei xie bu neng li ji gei chu da an de ren hui jian yi bu yao ji xu ti jiao ta men de ying pin shen qing. ling ren chi jing de shi, ji hu ying guo suo you de qi ye dou yong wang luo jin xing yi xie shi wu chu li, ta men zhong de da duo shu ren zhi shi jiang wang zhan zuo wei dian pu de chu chuang lai kan deng zhao pin guang gao, ran hou qi wang ren men gei ta men fa zhao pin jian li. ta men bu zhi jiang ji shu zuo wei zi ji de you shi. hu lian wang ke yi shi hen duo shi qing bian wei ke neng, yin ci mei yi ci zhao pin ren yuan dou ying gai hen hao di li yong wang luo zi yuan he jin liang di jie sheng zhi zhang. |
| I' m the company' s recruitment specialist, and we' ve moved heavily into using the Internet. It' s virtually eliminated the sorts of applications that don' t stand a chance. We have an online application system that works well, because it elicits the vital information at the outset. For instance, there might be something like " Do you have handson experience of the latest technologies in this field?" People who can' t give the answers are immediately advised not to continue with their application. It' s astonishing that, while nearly all British businesses use the Internet in one way or another, most of them just use their websites as shop windows for advertising jobs, then expect people to send in paperbased applications. They' re simply not using the technology to its best advantage. There are so many refinements that the Internet makes possible, so every recruitment officer ought to be looking at making optimal use of it and cutting out as much paper as they can. | |
| wǒ shì gōng sī de zhāo pìn zhuān jiā, wǒ men yě lì yòng hù lián wǎng jìn xíng zhāo pìn, zhè yàng kě yǐ qù chú yī xiē méi yòng de shēn qǐng. wǒ men yǒu yí gè yùn zuò liáng hǎo de zài xiàn yìng pìn xì tǒng, yīn wèi tā néng zài zuì chū de shí hòu shāi xuǎn yī xiē zhòng yào de xìn xī. lì rú, xiàng" nǐ céng jīng zài zhè gè lǐng yù yōng yǒu zuì xīn jì shù de jīng yàn ma?" děng děng, nèi xiē bù néng lì jí gěi chū dá àn de rén huì jiàn yì bú yào jì xù tí jiāo tā men de yìng pìn shēn qǐng. lìng rén chī jīng de shì, jī hū yīng guó suǒ yǒu de qǐ yè dōu yòng wǎng luò jìn xíng yī xiē shì wù chǔ lǐ, tā men zhōng de dà duō shù rén zhǐ shì jiāng wǎng zhàn zuò wéi diàn pù de chú chuāng lái kān dēng zhāo pìn guǎng gào, rán hòu qī wàng rén men gěi tā men fā zhāo pìn jiǎn lì. tā men bù zhǐ jiāng jì shù zuò wéi zì jǐ de yōu shì. hù lián wǎng kě yǐ shǐ hěn duō shì qíng biàn wéi kě néng, yīn cǐ měi yī cì zhāo pìn rén yuán dōu yīng gāi hěn hǎo dì lì yòng wǎng luò zī yuán hé jǐn liàng dì jié shěng zhǐ zhāng. |
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