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ore hiring future employees. On the other hand, employers also should not be extremely rigid about obtaining reference data from past employers, since they might lose the right candidate if he or she is not able to provide the references from an earlier organization.

管理——Onboarding

Once a candidate has accepted the offer, the next phase is to get him on board rapidly. Through smart induction, training and networking with existing teammates the new employee can be brought on board in the shortest possible time. According to 'Getting New Hires Up to Speed Quickly' the best practices are to have a mentor or a buddy to guide and help the new hire. A study conducted by Mellon Financial Corporation came up with the finding that the lost productivity which resulted from the onboarding of 'new hires and transfers was between 1% and 2.5% of total revenues. On an average, the time for new employees to achieve full productivity ranged from eight weeks for clerical jobs to 20 weeks for professionals to more than 26 weeks for executives.'

分析——Analysis

We found that the Big Four audit firms (KPMG, Deloitte, Ernst and Young and Price Waterhouse Coopers) follow a certain pattern for selecting a candidate. There are 2 parts of the selection process. These being:

First interview - For this stage, the candidates are interviewed by managers with more than 5 years of experience. This could be held as one to one interview or two to one type of interview.

Partner interview - Once a candidate has cleared the first round of interview, he or she is called for the next round. This round is usually with a partner of the firm. This is for a further in depth analysis of the strengths and weaknesses of the candidate and his or her alignment to the position. The duration of this interview is usually more than an hour. This is a one to one interview.

A unique approach for candidate selection is followed by IKEA (IKEA being a privately held international home products firm). Their 'standard job questionnaire downplays skills, experience or academic credentials, focusing instead on applicants' values and beliefs'.

Mckinsey & Company has a dedicated website to coach potential hires for the selection process. Since they follow a case study interview for hiring, potential hires can visit their site and prepare for them. They also have a unique interactive game where a managerial candidate can assess his or her potential for managing a team. This saves time and money on both parts of the human resource team and the candidates.

总结——Conclusion

From our research we found some of the strategies of recruitment and selection that the industry leaders of the modern day are following. Recruitment and selection being one of the most vital aspects of human resource management at the same time being one of the most dynamic processes, a firm needs to constantly update itself to match the industry trends and integrate the best practices being adopted by others. By following the most effective methods in different parts of the entire recruitment cycle such as correct job analysis, planning and job description to the selection and 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。