英语翻译Recruiting the right candidate to fill a vacancy can be a difficult and costly task.Appointing the wrong person could be an expensive mistake which could cause personnel problems for the whole department.And,as every HR Manager knows,it i

英语翻译Recruiting the right candidate to fill a vacancy can be a difficult and costly task.Appointing the wrong person could be an expensive mistake which could cause personnel problems for the whole department.And,as every HR Manager knows,it i
英语翻译
Recruiting the right candidate to fill a vacancy can be a difficult and costly task.Appointing the wrong person could be an expensive mistake which could cause personnel problems for the whole department.And,as every HR Manager knows,it is much more difficult to get rid of someone than it is to employ them.
The HR Manager's first decision is whether to recruit internal applicants or advertise the vacancy outside the company.Internal applicants are easy to recruit by memo,e-mail,or newsletter.Furthermore,they are easy to assess and know the company well.However,the rarely bring fresh ideas to a position.Moreover,a rejected internal candidate might become unhappy and leave the company.
Recruiting outside the company means either advertising the vacancy directly or using an employment agency.If the company decides to advertise the vacancy directly,it has to decide where to place the advertisemengt.Traditionally this has meant newspapers and professional journals but now the Interent is also very popular.The decision normally depends on the vacancy.Companies advertise bule-collar or clerical jobs in local newspapers and senior management positions in national papers or professional journals,while the Internet is one of the best ways of advertising IT vacancies or recruiting abroad.However,with the Internet there is a risk of receiving unsuitable applications from all over the world.
An agency can be either a commercial business or a government emloyment centre.A company often use a government agency to recruit bule-collar works but normally prefers a commercial agency for its white-collar staff.However,a commercial agency could be very expensive and the applicants are less likely to stay with the company for a long time.

英语翻译Recruiting the right candidate to fill a vacancy can be a difficult and costly task.Appointing the wrong person could be an expensive mistake which could cause personnel problems for the whole department.And,as every HR Manager knows,it i
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为空缺职位招聘人选很不容易,还得付出很大的人力物力.挑选到不合格的人才是个大错,它将给整个部门带来人力资源方面的问题.人力资源经理都知道,辞去一名员工比招聘一名员工要困难得多.
人力资源经理首先决定是聘请公司内部提出申请的员工还是在公司以外利用广告公布职位空缺.通常很容易通过备忘录,电子邮件,或简讯找到内部申请人.而且,内部申请人很容易评估,他们也了解公司.然而,他们不能给该职位带来创意.此外,内部候选人被拒绝后可能感到不满并离开公司.
外部招聘是指直接刊登广告或联系中介公司.如果该公司决定直接刊登广告就得选择广告的平台 .比较传统的方式是报纸和专业杂志,但如今网络也非常流行.这一决定通常取决于职位的性质.蓝领和普通职员职位一般登于当地报纸,高级管理职位则被刊登在国家级或专业刊物上.网络是招聘IT职位或海外员工的最好途径.然而,也很容易招聘到全球各地的不合格人选.
招聘机构包括商业性质的和政府就业中心.公司一般通过政府机构招募蓝领,通过中介机构招募白领；然而商业性的中介机构可能会非常昂贵而且申请人一般不会为公司工作太久.

招聘合适人选填补空缺可以是一个困难和昂贵的任务。任命错了人可能是一个昂贵的错误可能会导致人员的问题，整个部门。而且，每一个人力资源经理都知道，这是更难以摆脱别人比雇用他们。
人力资源经理的第一项决定是否聘请国内申请人或刊登广告的空缺以外的公司。内部申请人很容易招募的备忘录，电子邮件，或简讯。此外，他们很容易地评估和了解该公司良好。然而，很少带来新的想法，立场。此外，拒绝内部候选人有可能成...

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招聘合适人选填补空缺可以是一个困难和昂贵的任务。任命错了人可能是一个昂贵的错误可能会导致人员的问题，整个部门。而且，每一个人力资源经理都知道，这是更难以摆脱别人比雇用他们。
人力资源经理的第一项决定是否聘请国内申请人或刊登广告的空缺以外的公司。内部申请人很容易招募的备忘录，电子邮件，或简讯。此外，他们很容易地评估和了解该公司良好。然而，很少带来新的想法，立场。此外，拒绝内部候选人有可能成为不满，并离开公司。
招聘境外公司是指广告的空缺直接或使用就业agency.If该公司决定将广告直接的空缺，它已决定在哪里置于advertisemengt 。传统上这意味着报纸和专业杂志，但现在的Interent也非常popular.The决定通常取决于vacancy.Companies宣传布莱白领或文书工作，当地报纸和高级管理职位的国家论文或专业期刊，同时互联网是的最佳途径之一的广告的IT职位空缺或招聘abroad.However ，与互联网有可能接受不适合的应用来自世界各地的。
一个机构可以是商业或政府emloyment centre.A公司经常使用的政府机构招募布莱白领工作，但通常喜欢一个商业机构的白领staff.However ，商业机构可能是非常昂贵和申请人不太可能中止与该公司很长一段时间。
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