1、1本科毕业论文（设计）外文翻译题目某企业招聘中存在的问题及其规避学院商学院专业人力资源管理班级学号学生姓名指导教师外文题目ISSUESINRECRUITMENTSTRATEGIESANECONOMICPERSPECTIVE外文出处INTERNATIONALJOURNALOFCAREERMANAGEMENT外文作者GIOVANNIRUSSO2原文ISSUESINRECRUITMENTSTRATEGIESANECONOMICPERSPECTIVEGIOVANNIRUSSOABSTRACTINTHELASTTWODECADESTHEECONOMICLITERATUREHASDEVOTEDSIGNIF
2、ICANTATTENTIONTOTHEMECHANISMSBEHINDFIRMSRECRUITMENTSTRATEGIESASAPOSSIBLEWAYOFREDUCINGUNEMPLOYMENTPROBLEMSATTHEWORKFLOORMANYEFFORTSHAVEALSOBEENMADEBYFIRMSTODEVELOPSTRATEGIESTHATBOTHALLEVIATECONFLICTSWITHEMPLOYEESANDATTHESAMETIMELEADTOACCEPTABLELEVELSOFPRODUCTIVITYTHISEFFORTHASRESULTEDINTHEBROADACCEPT
3、ANCEOFTHEPERSONNELMANAGEMENTFUNCTIONINTHEFIRMEXAMINESHOWSUCCESSFULTHISAPPROACHHASBEENBYFOCUSINGONTHEGAPBETWEENPRACTICEANDTHEORYINRECRUITMENT,BYINVESTIGATINGTHEEXTENTTOWHICHANDTHEWAYINWHICHEXPERIENCESANDFINDINGSFROMACTUALRECRUITMENTPERSONNELMANAGEMENTHAVEBEENINCORPORATEDINECONOMICTHEORYGIVESANOVERVIE
4、WOFFINDINGSONRECRUITMENTANDSELECTIONSTRATEGIESOFFIRMS,WITHAPARTICULAREMPHASISONECONOMICMOTIVESINTRODUCTIONTHEPROBLEMAFIRMISFACINGWHENCONFRONTEDWITHONEORMOREJOBVACANCIESCANINGENERALBESUCCINCTLYDESCRIBEDAS“HOWDOIFINDTHERIGHTCANDIDATEWITHTHEREQUIREDQUALIFICATIONSASQUICKLYASPOSSIBLEANDATTHELOWESTPOSSIBL
5、ECOSTS”CLEARLYTHISISAMATTEROFADDRESSINGTHERIGHTRECRUITMENTCHANNELSANDFOLLOWINGTHERIGHTPROCEDURESCENTRALTOTHEDEVELOPMENTOFTHESEARCHSTRATEGYISTHEFLOWOFRELEVANTINFORMATIONBETWEENTHETWOSIDESOFTHELABOURMARKETINTHEFORMOFEXTERNALCOMMUNICATION,NAMELYEMPLOYERSWITHVACANCIESVERSUSJOBSEEKERSTHEREIS,HOWEVER,ONEM
6、OREINFORMATIONFLOWTHATMAYAFFECTTHERECRUITMENTPROCEDURE,NAMELYTHEONEBETWEENTHEPERSONNELDEPARTMENTANDTHERESTOFTHEFIRMTHISTYPEOFINTERNALCOMMUNICATIONALLOWSTHEPERSONNELMANAGERTODESIGNTHEMOSTAPPROPRIATEMANPOWERSTRATEGIESTHATWILLENABLETHEFIRMTOANTICIPATECHANGESINTHEMARKETCONDITIONSALSOINTERMSOFTRAININGTOD
7、OSOTHEPERSONNELMANAGERMUSTBEFORWARDLOOKINGANDBEWELLAWAREOFFORESEEABLEDEVELOPMENTS,FOREXAMPLENEWTECHNOLOGIESINTHEPRODUCTIONPROCESSANDTHEIRDEMANDINTERMSOFHUMANSKILLS3RECRUITMENTANDSELECTIONSELECTIONHASBECOMEMOREANDMOREIMPORTANTFORFIRMS,SINCEREDUCEDJOBMOBILITYMEANSTHATSELECTIONERRORSARELIKELYTOSTAYWITH
8、INTHEORGANIZATIONFORALONGERPERIODFIRMSUSETHISSECONDFLOWOFEXTERNALCOMMUNICATIONINORDERTODIMINISHTHERISKOFMISTAKESINRECRUITMENTTHEPURPOSEOFSELECTIONISNOTONLYTOASSESSTHEAPPLICANTSPRODUCTIVITYORABILITY,BUTALSOTODETERMINEWHETHERTHEAPPLICANTCONCERNEDISAPOTENTIAL“QUITTER”IFTHISISTHECASE,THEAMOUNTOFTIMEANDR
9、ESOURCESINVESTEDINTRAININGTHEHIREDAPPLICANTWILLNEVERYIELDTHEEXPECTEDRETURNS,SINCETHEHIREEWILLNOTSTAYWITHTHEFIRMLONGENOUGHTHEIMPORTANCEOFSELECTIONHASALSOBEENSTRESSEDBYVANOURSANDRIDDERTHEYSUGGESTINTHEIREMPIRICALWORKTHATTHEVACANCYDURATIONISMAINLYDUETOALONGSELECTIONPROCEDUREANDTHATITISNOTTHESEARCHFORCAN
10、DIDATESTHATINCREASESTHEDURATIONOFTHERECRUITMENTPROCEDURESELECTIONCANBESEENASATWOWAYPROCESSTHESTAGESOFTHESELECTIONPROCESSWOULDAFFECTBOTHPARTIESBEHAVIOURWHILEITISTRUETHATTHEAPPLICANTSANSWERSWILLAFFECTTHEINTERVIEWERSDECISIONWHETHERORNOTTOHIRETHEM,ITISSIMULTANEOUSLYTRUETHATRECRUITERSPRACTICESWILLAFFECTT
11、HEAPPLICANTSDECISIONSWHETHERORNOTTOSEEKEMPLOYMENTINTHESAMEORGANIZATIONTHROUGHOUTTHESELECTIONPROCESSAPPLICANTSCHOOSEBETWEENFIRMSBYEVALUATINGTHEONGOINGRELATIONSHIPBETWEENTHEMANDTHEIRPOSSIBLEFUTUREEMPLOYERSELECTIONISTHELASTPHASEOFTHERECRUITMENTACTIVITYANDITISINTIMATELYCONNECTEDWITHTHEINITIALJOBANALYSIS
12、THECHOICEOFEITHEROFTHEABOVEMENTIONEDALTERNATIVESDEPENDSONTHESTRUCTUREOFTHEADJUSTMENTCOSTSINESSENCE,HIRINGCOSTSTOGETHERWITHFIRINGCOSTS,TRAININGCOSTSANDQUITTINGCOSTSAREPARTOFTHEBROADERCOSTCATEGORYLABELLEDTURNOVERCOSTSTURNOVERCOSTSARETHECOSTSINCURREDBYTHEFIRMWHILEADJUSTINGITSOWNLABOURFORCETONEWMARKETNE
13、CESSITIESTHESECOSTSHAVEDIFFERENTIMPACTSONEMPLOYMENTATDIFFERENTECONOMICLEVELSATTHEMACROLEVEL,TURNOVERCOSTSAFFECTLABOURDEMANDBYCAUSINGTIMELAGSINTHEADJUSTMENTTOECONOMICSHOCKSSTRUCTURALECONOMICCHANGESFORAGENERALTREATMENTOFTHETOPICANDBERTOLAFORTHEEFFECTOFTURNOVERCOSTSONTHEAVERAGELEVELOFEMPLOYMENTDURINGEC
14、ONOMICDOWNTURNSFIRMSTHATOTHERWISEWOULDHAVEFIREDASUBSTANTIAL4PARTOFTHEIROWNWORKFORCENOWHOARDLABOURTHATWILLBECOMEUSEFULONCETHERECESSIONISOVERONCETHEBOTTOMOFTHECYCLEISREACHEDANDDEMANDRISESAGAINTHEFIRMWILLBEGINTOREDUCELABOURHOARDINGTHUSAVOIDINGINCURRINGHIRINGCOSTSONTHECONTRARY,DURINGUPSWINGSOFTHEBUSINES
15、SCYCLE,FIRMSINSTEADOFHIRINGNEWPERSONNELWHOWOULDBESOONDISMISSEDWOULDRATHERMAKEUSEOFDIFFERENTSTRATEGIESSUCHASOVERTIMEANDDISCOURAGINGQUITS,THUSSAVINGTHEHIRINGANDTHESUBSEQUENTFIRINGCOSTSATTHEMESOLEVEL,TURNOVERCOSTSAFFECTTHEFIRMSWAGESETTINGFIRMSSETHIGHERWAGESINORDERTOBINDANDSTIMULATETHEIRWORKFORCE,ASPOST
16、ULATEDBYTHEEFFICIENCYWAGEANDINSIDEROUTSIDERTHEORIESANDLINDBECKANDSNOWERFORAREVIEWANDACOMPARISONBETWEENTHETWOTHEORIESALTERNATIVELY,ASTIMULUSNOTTOQUITCOULDINCLUDEFRINGEBENEFITSANDJOBCONDITIONSSUCHASPROMOTIONGUARANTEES,JOBSECURITYANDACCESSTOTRAINING,THUSGIVINGRISETOSEGMENTATIONINTHELABOURMARKET,ACONDIT
17、IONTHATWOULDLEADTOTHEDEVELOPMENTOFINTERNALLABOURMARKETSTHECONSEQUENCESARETHATTHEALLOCATIONOFJOBSISDETERMINEDBYASETOFADMINISTRATIVERULESANDNOTBYECONOMICVARIABLESTHEINSTITUTIONALASPECTISTHENBECOMINGMOREANDMOREIMPORTANTINTHISFRAMEWORKWAGESAREATTACHEDTOJOBSANDNOTTOWORKERSTHISIMPLIESTHATPROMOTIONRULESWIL
18、LALLOCATEWAGESTOWORKERSHOWEVER,HASSINKETCARRIEDOUTANEMPIRICALINVESTIGATIONONTHEPRESENCEANDUSEOFTHEINTERNALLABOURMARKETBYDUTCHENTREPRENEURSTHEAUTHORSCONCLUDEDTHATINTHENETHERLANDSTHEINTERNALLABOURMARKETISNOTUSEDASATOOLINTHEMANAGEMENTOFTHEWORKFORCETHEATTACHMENTOFWAGESTOJOBSMEANSTHATTHERELATIONSHIPBETWE
19、ENPRODUCTIVITYANDWAGEMAYNOLONGERBETRUEPROMOTIONBASEDONSENIORITYANDTHEPAYMENTOFWAGESABOVETHEMARGINALPRODUCTIVITYATOLDERAGESLEADTOCOMPULSORYEARLYRETIREMENTTHEINTRINSICDISADVANTAGEOFANINTERNALLABOURMARKETISTHATTHEWORKFORCEISSTRONGANDCOMPACT,ANDTHEREFOREABLETORESISTDECISIONSOFMANAGEMENTASAUNIONANOTHERPO
20、TENTIALDISADVANTAGEOFBINDINGTHEWORKFORCEINORDERTOAVOIDTURNOVERCOSTSISTHEAGEINGOFPERSONNELINFACT,NOTHIRINGFORALONGPERIODWILLLEADTOALARGENUMBEROFQUITSINFUTUREYEARSTHISCANENDANGERMOBILITYANDFLEXIBILITYANDMAYPOSSIBLYLEADTOPROBLEMSRELATEDTOPRODUCTIONDISRUPTION5WHENARELATIVELYLARGESCALERECRUITMENTHASTOBEC
21、ARRIEDOUTINASHORTTIMESPELLATAMICROLEVELTHETHREETURNOVERCOSTCOMPONENTSMOSTLYSTUDIEDAREHIRING,FIRINGANDQUITTINGCOSTS,ALBEITOFTENINSEPARATESETTINGSINAMOREGENERALFRAMEWORK,PERSONNELMANAGEMENTMAYFUNCTIONASTHELINKAMEDIATORBASEDONINFORMATIONONTHEQUALITYOFTHEMATCHBETWEENTHEFIRMSHIRINGACTIVITYANDSUBSEQUENTFI
22、RMSFIRINGBEHAVIOURONTHEONEHAND,ANDEMPLOYEESQUITTINGBEHAVIOURONTHEOTHERINFACT,ITISATTHISLEVELTHATMOSTOFTHEISSUESANDSUGGESTIONSFROMPERSONNELMANAGEMENTHAVEBEENTAKENINTOCONSIDERATIONINWHATFOLLOWSWEWILLBECONCERNEDMAINLYWITHALIMITEDNUMBEROFISSUES,NAMELYUNCERTAINTYANDINFORMATIONGATHERING,ORTHEROLEOFCOMMUNI
23、CATIONASATOOLINORDERTODECREASETHEPOTENTIALIMPACTOFUNCERTAINTYONTHERECRUITMENTDECISIONSTHECHOICEOFTHERIGHTRECRUITMENTCHANNELINORDERTOREACHTHEPRESELECTEDSEGMENTOFTHEPOPULATIONTHATISSUPPOSEDTOMATCHTHEJOBDEMANDSBETTERANDSELECTIONBASED,FOREXAMPLE,ONSIGNALLINGTHEORYUNCERTAINTYANDINFORMATIONHASBEENDEALTWIT
24、HBYMEANSOFANADJUSTEDVERSIONOFTHEJOBSEARCHTHEORYINTHEFRAMEWORKOFEMPLOYERSSEARCHTHEIMPORTANCEOFTHEHIRINGSTANDARDSHASBEENGAUGEDONTHEBASISOFTHEIRIMPACTONTHEVACANCYDURATIONINTHESAMESTREAMTHEIMPORTANCEOFNONWAGEJOBCHARACTERISTICSANDIMPLICITLYTHEIMPORTANCEOFSELECTIONHAVEBEENUNDERSTOODINGORTERANDVANOMMERENTH
25、EAUTHORSPUSHEDTHEANALYSISONESTEPFURTHERTHEAUTHORSCONCLUDEDTHATTWOMAINRECRUITMENTSTRATEGIESCANBEIDENTIFIEDASEQUENTIALUSEOFSEARCHCHANNELS,INWHICHTHEFIRSTSEARCHCHANNELCHOSENISUSUALLYTHEINFORMALCHANNEL,ANDADDITIONALSEARCHCHANNELSAREACTIVATEDONEAFTERTHEOTHERANDAN“ADDINGTOTHEPOOL”STRATEGYINWHICHTHEFIRSTSE
26、ARCHCHANNELCHOSENISBASICALLYADVERTISEMENTANDLATERONEORMORESEARCHCHANNELSAREACTIVATEDINORDERTOENRICHTHEPOOLOFAVAILABLEAPPLICANTSTHEDIFFERENTIMPACTSONDURATIONWHICHCANBESHOWNTOEXISTBETWEENTHEINFORMALCHANNELANDADVERTISEMENTAREBASICALLYDUETOTHEDIFFERENTCHARACTERISTICSOFTHEAPPLICANTSGENERATEDBYTHECHANNELS
27、CONSIDEREDINFACT,THEINFORMALCHANNELTENDSTOREACHASMALLERPOPULATION,WHOSEPRODUCTIVITYISLESSUNCERTAIN6PRESCREENINGHYPOTHESISONTHEOTHERHAND,THEPOPULATIONREACHEDBYADVERTISINGISUSUALLYBROADERTHISLEADSTOHIGHEREXPECTEDPRODUCTIVITYLEVELSBUTINTHEMEANTIMEITMAYINCREASETHELIKELIHOODOFMISTAKESINRECRUITMENTINORDER
28、TOAVOIDTHELATTERRISKAMOREINTENSIVESELECTIONMAYBEREQUIREDTOCONCLUDETHISTOPIC,ITAPPEARSTHATINGENERALTHEINFORMALCHANNELTENDSTOGIVEBETTERRESULTSINRECRUITMENTASURVEYOFTHERESULTSOFTHEEMPIRICALLITERATUREONTHISTOPICONARELATEDISSUE,VANOURSANDRIDDERDISTINGUISHBETWEENASEQUENTIALSTRATEGYINWHICHAPPLICANTSARESCRE
29、ENEDASTHEYSHOWUPANDANONSEQUENTIALSTRATEGYINWHICHFIRSTAPOOLOFAPPLICANTSISFORMED,ANDTHENTHEBESTOFTHEAPPLICANTSISSELECTEDINTHISRESPECTBARRONETALDISTINGUISHEDBETWEENANINTENSIVEMARGINANDANEXTENSIVEMARGINOFEMPLOYERSEARCHTHEINTENSIVESEARCHINVOLVESTHEGATHERINGOFRELEVANTINFORMATIONONTHEAPPLICANTSCONCERNED,WH
30、ILETHEEXTENSIVESEARCHREFERSTOTHENUMBEROFAPPLICANTSINTERVIEWEDBEFORETHEJOBISOFFEREDTHEAUTHORSRELATEDBOTHTYPESOFSEARCHTOTHEAMOUNTOFTRAININGTOBEPROVIDED,TOTHEHIRINGSTANDARDSANDTOANUMBEROFFIRMSCHARACTERISTICSSIZEANDECONOMICSECTORITISINTERESTINGTHATONTHISTOPICTHEECONOMICANDPERSONNELMANAGEMENTAPPROACHESAP
31、PEARTOAGREERECRUITMENTCHANNELSHAVEANIMPACTONTHERESULTOFRECRUITMENTINTERMSOFBOTHDURATIONANDPRODUCTIVITYANOTHERITEMTHATHASRECENTLYRECEIVEDATTENTIONISTHEUSEOFTHERECRUITMENTCHANNELSANDITSIMPACTONTHEVACANCYDURATIONTHISISSUECANBESUBDIVIDEDINTOTWOPARTSTHEFIRSTPARTCONCERNSTHECHOICEOFTHERECRUITMENTCHANNELS,W
32、HILETHESECONDPARTADDRESSESMORESPECIFICALLYTHEEFFECTSOFRECRUITMENTCHANNELSONVACANCYDURATIONTHECHOICEOFTHERECRUITMENTCHANNELSTHATIS,SEARCHONTHEDEMANDSIDEOFTHELABOURMARKETHASBEENINVESTIGATEDAMONGOTHERSBYGORTERETALTHEAUTHORSTACKLETHETOPICWITHINANORIGINALFRAMEWORKINWHICHTHECHOICEOFTHESEARCHCHANNELISTHERE
33、SULTOFTHEEVALUATIONOFEXPECTEDCOSTSANDEXPECTEDBENEFITSCONNECTEDWITHTHEUSEOFACERTAINSEARCHCHANNELTHEAUTHORSFOUNDTHATLABOURMARKETSEGMENTATIONPLAYSANIMPORTANTROLEINTHECHOICEOFTHERECRUITMENTCHANNELSINPARTICULAR,ADVERTISINGAPPEARSTOMAXIMIZETHEDIFFERENCEBETWEENEXPECTEDCOSTSANDEXPECTEDBENEFITSWHENTHEVACANCY
34、CONCERNEDBELONGSTOTHE7PRIMARYSEGMENTOFTHELABOURMARKET,WHILEWHENITBELONGSTOTHESECONDARYSEGMENTTHEPREFERREDRECRUITMENTCHANNELSEEMSTOBETHELABOUREXCHANGEOFFICEIFWENOWTURNTOTHEEFFECTOFTHERECRUITMENTCHANNELSONTHEVACANCYDURATION,THENITISNOTEWORTHYTHATTHISISSUEHASBEENINVESTIGATEDBYMANYAUTHORSALLAUTHORSSEEMT
35、OAGREETHATTHEINITIALCHOICEOFTHERECRUITMENTCHANNELWILLINFLUENCETHEFIRMSAPPROACHTORECRUITMENTSOURCEINTERNATIONALJOURNALOFCAREERMANAGEMENTP313,19958译文经济角度的招聘策略问题乔瓦尼俄摘要在过去二十年里，作为企业的招聘策略，对经济方面问题已投入了极大的关注，减少就业机制远远落后的可能。在工作流管理联盟的多番努力下，使得企业发展战略与雇员的冲突缓和，并同时达到可接受的生产水平。这些努力在企业中导致人事管理作用被宽广的采纳。通过调查实际招聘的程度和经济的方式，
36、人员的经验和成果，将其纳入研究如何成功的理论。在招聘实践与理论之间的差距中，在对经济特别强调的情况下，这种做法给出了一个企业选择招聘策略的动机的调查结果。引言正面临着这个问题的企业在一般情况下可以面对一个或多个作业空缺，简洁地描述为“我如何在尽可能低的成本尽快的找到所需的合适的候选人”。显然，这是在一个程序上的处理后，招聘渠道和权利的选择所决定的。中央战略发展的有关资料搜索是流动的，以及劳动关系双方的市场，即求职者与空缺职位的雇主。但是，还有一个信息流，可能会影响有关的招聘程序，即企业之间的人事部门。这种类型的内部通信允许人事经理设计最合适的人力资源战略，使企业做好对市场条件的变化的预测。如此
37、，人事经理必须具有前瞻性，可预见市场的良好发展，例如了解对于新技术在生产过程中技能的人力需求。招聘与甄选选择对于企业已变得越来越重要，因为工作流动性的降低和组织内停留一个较长的期限，都可能意味着选择错误企业使用这个外部的秒流量沟通，以减少招聘风险的错误。选拔的目的不仅是为了评估申请人的生产力（或能力），还要确定申请人是否是一个潜在的“半途而废”的人。如果是这样的情况下，资源量的时间和培训投资于雇用申请人将永远不会产生预期的回报，因为企业的承揽人将不会留有足够长的时间。选拔的重要性也被奥尔斯和里德所强调，他们建议在他们的工作经验，该空置的时间，主要是由于长期的选择过程，它不是候选人的搜索时间，从
38、而增加对招聘程序。选择可以被看作是一种双向的过程选择过程9的各个阶段的会影响双方的行为。虽然这是事实，申请人的答案将影响面试者的决定是否聘用他们，这是同时成立的招聘人员的做法会影响申请人的决定，是否要寻求就业的组织一样。在整个选拔过程由申请人选择的企业未来的雇主进行评价它们之间的关系及其可能的。选择是招聘活动的最后一个阶段的，这是密切连接与最初的工作分析。以上提到依赖于结构调整的替代成本选择，从本质上讲，雇用成本费用以及借因解雇成本，培训费用，以及其他广泛的成本费用称为营业额成本费用。成本是企业获得营业额的同时，通过发生的调整自身劳动力以及开拓新的市场需要的费用。这些费用在不同的经济水平对就业
39、的影响不同。在宏观层面，营业额成本的更改会影响劳动时间需求调整滞后造成的经济冲击（营业额就业平均水平在经济结构上对成本的影响）。在经济衰退，否则企业员工将发射自己的一大部分目前囤积劳动力，将成为有用的一次经济衰退已经结束。一旦周期底部达到和需求回升，企业将开始减少劳动力囤积，从而避免招致招聘成本。相反，在周期高涨的业务，企业而不是雇用新员工很快被解雇会是谁宁愿加班策略，例如使用不同的和令人沮丧退出，从而节省了雇用和解雇成本的后续。在中观层面，影响企业营业成本的工资确定企业设置为更高的工资，以约束和激励他们的员工队伍，为假设的效率工资和内幕，局外人理论和林德贝克和斯诺尔关于审查和理论比较两者之间
40、。另外，刺激不放弃可能包括福利，培训促进就业的条件，如保证，工作安全性和访问，从而引起在劳动力市场的分割，这种情况将导致对内部劳动力市场的发展。其后果是，该职位的分配规则确定的是通过行政的一套，而不是由重要经济变数体制方面，然后变得越来越多。在这个框架内工资附加的工作，而不是工人，这意味着，促销规则将分配给工人的工资。然而，HASSINK等荷兰企业家进行了实证调查的内部存在和使用劳动市场。作者的结论是在荷兰的内部劳动力市场是不劳动力作为一种工具在管理。附件的职位工资意味着生产率和工资之间的关系可能不再是真实的。推广的基础上的资历和年龄的老年人支付工资的边际生产力高于强制提前退休导致。劳动力市场
41、内部固有的缺点是，劳动力强，结构紧凑，因此能够抵御管理决策的（如工会）。营业额的另一个潜在缺点的劳动力成本约束，以避免人员老化是。事实上，并非10雇用长时间会导致大量在未来几年退出。这可能危及的机动性和灵活性，并可能导致法术中断生产有关的问题时，一个较大规模的招聘时间，必须在短时间内进行。在微观水平的三个组成部分营业费用设定研究较多的是招聘，解聘和退出成本，尽管经常在分开的。在一个更一般的框架，人事管理可以作为企业的一个雇用和解雇行为活动后企业的手环（调停基于信息的质量之间的匹配），以及对其他员工的退出行为。事实上，这是考虑到在这一水平，大部分建议，并从人员的问题被管理层。在接下来我们会在意，
42、主要是数量有限的问题，即不确定性和信息收集，或招聘的作用作为一个沟通的工具，以降低对潜在影响的不确定性决策正确的选择的招聘渠道（为了达到更好的工作要求赛前选定的客户群的人口，这些是应该）的选择，因为根据理论搜索调整后的版本的工作原理不确定性（和信息）已处理了。在搜索框架雇主的聘用标准的重要性已在上空缺的时间来衡量的基础上，他们的影响。在同流的重要性，非工资的工作特性（隐含的重要性和选择被理解）。另一个值得关注的项目，最近收到的是招聘的渠道和空缺对使用持续时间的影响。这个问题可以被分为两个部分，第一部分涉及的招聘渠道的选择，而第二部分涉及更具体的招聘渠道作用对空置的时间。由果特等人研究了选择的渠道招聘（也就是寻找在劳动力市场需求方面）等。针对搜索频道的主题框架，在一个原始而肯定的频道选择搜索，评价结果使用的预期成本和预期效益与连接。经研究发现，劳动力市场分割中扮演一个重要的招聘渠道作用，在选择招聘渠道方面，特别是广告的出现，最大限度减少预期成本之间的差异和预期有关空缺时属于劳动力市场的主要部分的差异，而劳动力交换属于次要部分的首选招聘途径。如果我们现在转向空缺的招聘渠道，那么值得注意的是，这个问题已被许多作家研究。近乎所有都作者同意，初步选择招聘渠道的会影响企业的招聘方式。资料来源国际职业管理杂志，1995年，3页13页
