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当今社会中,人才成为各个竞争主体竞相争夺的重要资源,而人才的获得与管理对于企业来说也是一个复杂的过程。人才的获得即人才的招聘,它包括对于应聘人员的笔试和面试过程。而随着我国企业竞争加剧,企业管理者为了选拔出与招聘岗位相匹配的人才,传统面试方法的缺点与不足逐渐显现出来,而结构化面试的优点也使其得到更多管理者的青睐。因此,本文通过对结构化面试国内以及国外文献进行总结,从结构化面试的概念和结构化面试的信度以及效度两个方面进行论述,进而从中获得一些关于促进我国结构化面试发展的一些启示。
In today’s society, talent has become an important resource for competition among competitors, and the acquisition and management of talent is also a complex process for enterprises. Talent acquisition is the recruitment of talent, which includes written and interviewing candidates. However, with the aggravation of the competition among enterprises in our country, the shortcomings and shortcomings of the traditional interviewing methods gradually emerge in order to select the talents that match with the job posting, and the advantages of structured interview also make them more favored by more managers. Therefore, this paper summarizes the domestic and foreign literature of structured interviews, discusses the concepts and the reliability of structured interviews and the validity of structured interviews, and then obtains some suggestions on how to promote the development of structured interviews in China Inspiration.