人力资源——结构化面试【外文翻译】.doc

1、本科毕业论文外文翻译译文标题人力资源结构化面试资料来源PERSONNELPSYCHOLOGY，200558,673702作者DEREKSCHAPMANDAVIDIZWEIG尽管现实中的公司在选拔人才前普遍都要进行就业面试，而我们都知道通常只有进行过面试培训的人才会在面试的时候有惊人的表现，如何面试培训，还有面试培训的方式是否影响面试进行，或者应聘者在面试进行的时候以何种方式做出反应CAMPION,PALMER,PALMER,CAMPION,HARRIS,1999MCDANIEL,WHETZEL,SCHMIDT,GILLILANDWIESNERCONWAY,JAKO,WIESNERHYSONGL

2、ATHAMSCHMITT,1999）。尽管这个问题的重要性，我们知道一些关于面试者如何看待他们的高度结构化面试。一个例外（LATHAMGILLILANDCHAPMAN,UGGERSLEV,GILLILANDGILLILAND,1993SMITHER,REILLY,MILLSAP,PEARLMAN,TRUXILLO,BAUER,CAMPION,RYANGILLILANDPALMER,CAMPION,HARRIS,1999MCDANIEL,WHETZEL,SCHMIDT,GILLILANDWIESNERCONWAY,JAKO,WIESNERHYSONGLATHAMSCHMITT,1999DESPI

3、TETHEIMPORTANCEOFTHISTOPIC,WEKNOWLITTLEABOUTHOWINTERVIEWERSPERCEIVETHEIRHIGHLYSTRUCTUREDINTERVIEWSONEEXCEPTIONLATHAMGILLILANDCHAPMAN,UGGERSLEV,GILLILANDGILLILAND,1993SMITHER,REILLY,MILLSAP,PEARLMAN,TRUXILLO,BAUER,CAMPION,RYANGILLILANDSTEINER,1999ALTHOUGHTHISSTUDYREPRESENTSTHEFIRSTAVAILABLEDATAONTHES

4、TRUCTUREOFINTERVIEWPRACTICESFROMREALINTERVIEWERS,THEINTERVIEWSEXAMINEDHERECONSISTEDOFCAMPUSINTERVIEWSTHEREFORE,FURTHERWORKISNEEDEDTOCONFIRMWHETHERTHESEFINDINGSWOULDHOLDINOTHERCONTEXTSORFORPERMANENTPOSITIONSFOREXAMPLE,ITISPOSSIBLETHATTHESTRENGTHOFAPPLICANTREACTIONSTOINTERVIEWSTRUCTURECOMPONENTSMIGHTB

5、EMITIGATEDBYTHEFACTTHATAPPLICANTSWEREAPPLYINGFORSHORTTERMPOSITIONSFURTHERMORE,ORGANIZATIONSMIGHTNOTBEASRIGOROUSINTRAININGONCAMPUSVERSUSOFFCAMPUSINTERVIEWERSORINREQUIRINGADHERENCETOSTRUCTUREPROTOCOLSWHENCONDUCTINGONCAMPUSINTERVIEWSHOWEVER,WESPECULATETHATDIFFERENCESININTERVIEWERORAPPLICANTREACTIONS,IF

6、ANY,WOULDBEMINIMALDISCUSSIONSHELDWITHTHEINTERVIEWERS,APPLICANTS,ANDADMINISTRATORSATTHEUNIVERSITYSUGGESTTHATTHESEPOSITIONS,ALTHOUGHTEMPORARY,AREOFTENUSEDASAMEANSTOGAINFULLTIMEEMPLOYMENTINTHESEORGANIZATIONSINTERVIEWERSARETHEREFOREMOTIVATEDTOFINDTHEBESTPOSSIBLEAPPLICANTSFORPOTENTIALLONGTERMEMPLOYMENT,A

7、NDAPPLICANTSAREMOTIVATEDTOOBTAINTHEMOSTDESIRABLEPLACEMENTTOFULLTIMEEMPLOYMENTOPPORTUNITIESFOLLOWINGGRADUATIONFINALLY,INTERVIEWERSFROMLARGERORGANIZATIONSMIGHTHAVEBEENMORELIKELYTORECEIVETRAININGANDEMPLOYSTRUCTUREDINTERVIEWSHOWEVER,TOELIMINATETHEPOSSIBILITYTHATORGANIZATIONSIZEWASRESPONSIBLEFORANYRELATI

8、ONSHIPSBETWEENTRAININGANDINTERVIEWSTRUCTURE,WECONDUCTEDATTESTCOMPARINGTRAINEDANDUNTRAINEDINTERVIEWERS,WHICHREVEALEDNOSIGNIFICANTDIFFERENCEINTRAININGASARESULTOFORGANIZATIONSIZEFURTHERMORE,ORGANIZATIONSIZEWASUNCORRELATEDWITHINTERVIEWSTRUCTUREUSEWEHOPETHATTHISSTUDYWILLENCOURAGEMORERESEARCHONTOPICSRELAT

9、EDTOINTERVIEWSTRUCTUREWEIDENTIFIEDFOURFACTORSOFINTERVIEWSTRUCTURETHATOFFERRESEARCHERSANINITIALSTARTINGPOINTTOEXAMINEIMPORTANTISSUESRELATINGTOTHERELIABILITY,VALIDITY,ANDUTILITYOFSTRUCTUREDINTERVIEWSFURTHERMORE,WEEXAMINEDREACTIONSTOACTUALSTRUCTUREDINTERVIEWSFROMTHEPERSPECTIVEOFINTERVIEWERSANDAPPLICANT

10、STHEPRESENTFINDINGSSUGGESTTHATFUTURERESEARCHSHOULDTREATINTERVIEWSTRUCTUREASAMULTIDIMENSIONALANDCONTINUOUSCONSTRUCTRATHERTHANASINGLECONSTRUCTWITHVARYINGLEVELSTHESEFINDINGSALSOPROVIDEENCOURAGINGEVIDENCETHATINTERVIEWERTRAININGCANENHANCETHELIKELIHOODOFINTERVIEWERSADOPTINGSOMEELEMENTSOFSTRUCTUREDINTERVIEWSLASTLY,IDENTIFYINGHOWPATTERNSOFSTRUCTUREUSEANDINTERACTIONSOFSTRUCTUREELEMENTSINFLUENCEAPPLICANTANDINTERVIEWERREACTIONSMAYEXTENDOURUNDERSTANDINGOFHOWTOENHANCETHEPREDICTIVEVALIDITYOFSELECTIONANDRECRUITMENTACTIVITIES