| Many companies think they're up to date if they advertise vacancies on their website and send emails to applicants instead of letters. But that just isn't enough. These days, lots of people send text messages, so businesses should follow suit, for instance when inviting someone to interview, it shows that the firm has joined the 21st century. And although the phone is much more traditional, it's still a valuable form, because you can talk to applicants in person. Companies sometimes get the wrong idea about online recruitment. They focus on the fact that it can reduce administration, but forget that it takes specific skills to manage the online process. After all, the recruitment section of the website needs to be organised, applications dealt with quickly and effectively, and so on. People who are used to circulating details of vacancies internally, planning newspaper advertising, acknowledging applications, etc. may not have the abilities required for dealing with online recruitment. So often, people apply for jobs they know very little about, because positions with the same title can vary considerably in different organisations. So when you're recruiting, you should use your website to list projects and assignments of the post and give case histories of people in similar posts in the company, perhaps with a personal statement from them. It doesn't affect the procedure you follow, but it helps potential applicants to decide if it's a job they really want. | |
| 许多公司认为如果他们在网上招聘并且给申请人发邮件而不是信件，那么他们跟上了时代的步伐。但这远远不够。现今，许多人发短信，因此公司应该跟随时代潮流，例如当你邀请别人来面试的时候，你应该展示出公司已经进入21世纪现代化。虽然电话比较传统，但它依然非常重要，因为你可以亲自与申请者谈话。 公司有时候对网上招聘有错误的观念。他们关注更多的是，这能减少管理的繁琐，但是忘记网络招聘要使用特殊的技术来管理在线的程序。毕竟，网上招聘部门需要组织、应聘的信息需要迅速和有效的处理等等。招聘者过去常常在内部传播空缺职位的信息、做报纸广告，确认申请等等，但他们可能没有处理网上招聘所需要的能力。 人们常常申请他们了解很少的工作，因为同样的职位名称，在不同的公司会有区别。因此当你招聘时，你应该运用网站来列出职位的项目和任务并提供公司相似职位员工的历史档案，从他们那里得到的可能的话让本人来陈述。这对你接下来的流程没有影响，但这有助于求职者决定他们是不是真的需要这份工作。 |
| Many companies think they' re up to date if they advertise vacancies on their website and send emails to applicants instead of letters. But that just isn' t enough. These days, lots of people send text messages, so businesses should follow suit, for instance when inviting someone to interview, it shows that the firm has joined the 21st century. And although the phone is much more traditional, it' s still a valuable form, because you can talk to applicants in person. Companies sometimes get the wrong idea about online recruitment. They focus on the fact that it can reduce administration, but forget that it takes specific skills to manage the online process. After all, the recruitment section of the website needs to be organised, applications dealt with quickly and effectively, and so on. People who are used to circulating details of vacancies internally, planning newspaper advertising, acknowledging applications, etc. may not have the abilities required for dealing with online recruitment. So often, people apply for jobs they know very little about, because positions with the same title can vary considerably in different organisations. So when you' re recruiting, you should use your website to list projects and assignments of the post and give case histories of people in similar posts in the company, perhaps with a personal statement from them. It doesn' t affect the procedure you follow, but it helps potential applicants to decide if it' s a job they really want. | |
| xu duo gong si ren wei ru guo ta men zai wang shang zhao pin bing qie gei shen qing ren fa you jian er bu shi xin jian, na me ta men gen shang le shi dai de bu fa. dan zhe yuan yuan bu gou. xian jin, xu duo ren fa duan xin, yin ci gong si ying gai gen sui shi dai chao liu, li ru dang ni yao qing bie ren lai mian shi de shi hou, ni ying gai zhan shi chu gong si yi jing jin ru 21 shi ji xian dai hua. sui ran dian hua bi jiao chuan tong, dan ta yi ran fei chang zhong yao, yin wei ni ke yi qin zi yu shen qing zhe tan hua. gong si you shi hou dui wang shang zhao pin you cuo wu de guan nian. ta men guan zhu geng duo de shi, zhe neng jian shao guan li de fan suo, dan shi wang ji wang luo zhao pin yao shi yong te shu de ji shu lai guan li zai xian de cheng xu. bi jing, wang shang zhao pin bu men xu yao zu zhi ying pin de xin xi xu yao xun su he you xiao de chu li deng deng. zhao pin zhe guo qu chang chang zai nei bu chuan bo kong que zhi wei de xin xi zuo bao zhi guang gao, que ren shen qing deng deng, dan ta men ke neng mei you chu li wang shang zhao pin suo xu yao de neng li. ren men chang chang shen qing ta men liao jie hen shao de gong zuo, yin wei tong yang de zhi wei ming cheng, zai bu tong de gong si hui you qu bie. yin ci dang ni zhao pin shi, ni ying gai yun yong wang zhan lai lie chu zhi wei de xiang mu he ren wu bing ti gong gong si xiang si zhi wei yuan gong de li shi dang an, cong ta men na li de dao de ke neng de hua rang ben ren lai chen shu. zhe dui ni jie xia lai de liu cheng mei you ying xiang, dan zhe you zhu yu qiu zhi zhe jue ding ta men shi bu shi zhen de xu yao zhe fen gong zuo. |
| Many companies think they' re up to date if they advertise vacancies on their website and send emails to applicants instead of letters. But that just isn' t enough. These days, lots of people send text messages, so businesses should follow suit, for instance when inviting someone to interview, it shows that the firm has joined the 21st century. And although the phone is much more traditional, it' s still a valuable form, because you can talk to applicants in person. Companies sometimes get the wrong idea about online recruitment. They focus on the fact that it can reduce administration, but forget that it takes specific skills to manage the online process. After all, the recruitment section of the website needs to be organised, applications dealt with quickly and effectively, and so on. People who are used to circulating details of vacancies internally, planning newspaper advertising, acknowledging applications, etc. may not have the abilities required for dealing with online recruitment. So often, people apply for jobs they know very little about, because positions with the same title can vary considerably in different organisations. So when you' re recruiting, you should use your website to list projects and assignments of the post and give case histories of people in similar posts in the company, perhaps with a personal statement from them. It doesn' t affect the procedure you follow, but it helps potential applicants to decide if it' s a job they really want. | |
| xǔ duō gōng sī rèn wéi rú guǒ tā men zài wǎng shàng zhāo pìn bìng qiě gěi shēn qǐng rén fā yóu jiàn ér bú shì xìn jiàn, nà me tā men gēn shàng le shí dài de bù fá. dàn zhè yuǎn yuǎn bù gòu. xiàn jīn, xǔ duō rén fā duǎn xìn, yīn cǐ gōng sī yīng gāi gēn suí shí dài cháo liú, lì rú dāng nǐ yāo qǐng bié rén lái miàn shì de shí hòu, nǐ yīng gāi zhǎn shì chū gōng sī yǐ jīng jìn rù 21 shì jì xiàn dài huà. suī rán diàn huà bǐ jiào chuán tǒng, dàn tā yī rán fēi cháng zhòng yào, yīn wèi nǐ kě yǐ qīn zì yǔ shēn qǐng zhě tán huà. gōng sī yǒu shí hou duì wǎng shàng zhāo pìn yǒu cuò wù de guān niàn. tā men guān zhù gèng duō de shì, zhè néng jiǎn shǎo guǎn lǐ de fán suǒ, dàn shì wàng jì wǎng luò zhāo pìn yào shǐ yòng tè shū de jì shù lái guǎn lǐ zài xiàn de chéng xù. bì jìng, wǎng shàng zhāo pìn bù mén xū yào zǔ zhī yìng pìn de xìn xī xū yào xùn sù hé yǒu xiào de chǔ lǐ děng děng. zhāo pìn zhě guò qù cháng cháng zài nèi bù chuán bō kòng quē zhí wèi de xìn xī zuò bào zhǐ guǎng gào, què rèn shēn qǐng děng děng, dàn tā men kě néng méi yǒu chǔ lǐ wǎng shàng zhāo pìn suǒ xū yào de néng lì. rén men cháng cháng shēn qǐng tā men liǎo jiě hěn shǎo de gōng zuò, yīn wèi tóng yàng de zhí wèi míng chēng, zài bù tóng de gōng sī huì yǒu qū bié. yīn cǐ dāng nǐ zhāo pìn shí, nǐ yīng gāi yùn yòng wǎng zhàn lái liè chū zhí wèi de xiàng mù hé rèn wù bìng tí gōng gōng sī xiāng sì zhí wèi yuán gōng de lì shǐ dàng àn, cóng tā men nà lǐ dé dào de kě néng de huà ràng běn rén lái chén shù. zhè duì nǐ jiē xià lái de liú chéng méi yǒu yǐng xiǎng, dàn zhè yǒu zhù yú qiú zhí zhě jué dìng tā men shì bú shì zhēn de xū yào zhè fèn gōng zuò. |
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