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s in following a qualified candidate for a job role. In high performance companies, employee referral programs are successful in attracting the right candidate. (Mote, 2010).

员工选择:面试——Employee Selection: Interview

Employee selection forms an integral part of Human resource management. Assessment of the right candidate to check whether she or he fits the current open position is an integral part of recruitment. The firms require a through selection process for the best fit candidate. The different parts of the process of selecting the right candidate include: interviewing the candidates, Reference check or background verification once the candidate is through with the interviews, and finally arriving at the final selection decision. But the hiring and selection process do not stop once the decision has been made. Once the selection has been made, the next step is to set up the orientation and the training program which also form integral parts of the entire recruitment and selection process.

In the 'The Definitive Guide to Recruiting in Good Times and Bad' by Claudio Fernández-Aráoz, Boris Groysberg, and Nitin Nohria, the authors outline some effective practices to facilitate the assessment of the candidate in an efficient manner. They highlight the use of few highly talented, extremely effective employees as the interviewers for interviewing potential hires. While interviewing candidates, the best practice is to use 'behavioral event interviews'. Also, the panel of interviewers should have the right mix of the line managers and the human resource management team.

There are several different formats for interviewing candidates for a particular position followed by companies such as: 'conventional structured interview, multi-modal selection interview, behavior description interview (BDI), SI, and unstructured interview (UI)'. (Anderson, 2005; Highhouse, 2008).

However, it has been found that organizations still continue to use unstructured interviews despite the prevalence of studies showing that a more formal and structured approach to interviewing is required to achieve acceptable levels of reliability and validity.

A very interesting angle to the recruitment and selection process has been brought forward by Gerard H. Seijts and Ivy Kyei-Poku in their article 'The Role of Situational Interviews in Fostering Positive Reactions to Selection Decisions.' The authors argue that assessment happens in both ways during the selection process. Even the candidates are assessing the company through their interaction with the staff during the interview and selection process. If a candidate does not perceive the company being fair he or she might choose not to join even if they are made an offer.

参考检查/背景核查——Reference checking / Background verification

The next most important segment in the recruitment and selection cycle is the background verification of a candidate. In his article 'Legal Issues for HR Professionals: Reference Checking/Background Investigations' by William J. Woska, J.D., states that since the process of reference checking might involve legal consequences, the companies need to be extremely cautious while exercising it. Nevertheless the companies are encouraged to attain maximum data bef本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。