带你认识招聘的过程

下一步常常是让人力资源人员、招聘经理或二者一起把申请人的范围缩小到那些技能和工作经历与职位描述非常接近的人。如果他们不能确定，可能会发邮件或打电话了解更多情况。最后，他们往往会得出一个人选名单，通常不超过20人进入面试程序。

The next step is often to have human-resources staff, hiring managers -- or both -- narrow down applicants to those whose skills and work histories closely match the job description. If they're unsure, they might email or phone to learn more. In the end, they'll typically have a list of candidates, usually no more than 20, to interview.

经常是人力资源人员，不过偶尔会是招聘经理，将首先对应聘者进行电话面试。密苏里州堪萨斯城保险经纪商Lockton Cos. LLC高级副总裁、人力资源人士盖斯汀说，一般来讲，电话面试的目的是确保候选人了解职位的要求，并且符合他们的工资预期。她说，如果不符合，就没有进一步面试的必要了，不过偶尔对期望工资高于职位最高工资的人选会有例外。她说，他们的表现必须让我们刮目相看才行。

Often human-resources personnel, but occasionally hiring managers, will first interview candidates over the phone. In general, the purpose of the phone interview is to make sure candidates understand the job and that it lines up with their salary expectations, says Jo-Ann Gastin, senior vice president, human resources, for Lockton Cos. LLC, an insurance brokerage firm in Kansas City, Mo. If it doesn't, 'there's no point in going any further,' she says, though on rare occasions exceptions may be made for candidates who name salaries above the maximum for a job. 'They'd have to wow us,' she says.

电话面试可以被用来帮助确定候选人是否是非常合适的人选。应聘者的沟通技能也可能受到评估。以盖斯汀为例，她说，我们希望看到他们是否能在电话面试中表现出亲和力，因为我们是一家客服公司。

Phone interviews may be used to help determine if the person is a strong fit. Candidates also may be evaluated on their communication skills. In Ms. Gastin's case, 'We look to see if they can establish rapport on the phone because we are a customer-service company,' she says.

招聘经理有时会在安排现场面试之前，再进行一次电话面试，以便深入了解更多情况。一些公司要求候选人完成性格或能力测试，测试是根据雇主认为一个特定职位所需的关键特点而制定的。

Sometimes hiring managers will reach out to candidates for a second call before scheduling an on-site meeting to dig deeper. And some firms require candidates to complete personality or competency tests benchmarked according to what an employer considers to be key traits for a particular role.

一些公司会在评估了应聘者的申请之后，马上让候选人来公司进行面试。波士顿咨询就是这样一家公司，公司合伙人、美洲招聘负责人沃夫冈说，它主要聘用应届大学毕业生或学历更高的毕业生。该公司指定最多由三人组成的小组来评估来自30多所美国学校的求职者。沃夫冈说，我们要找的是全面发展的人才，他们的兴趣和生活经历能证明他们拥有良好的适应力。

Some firms do bring candidates in for face-to-face meetings right after reviewing their applications. Among them is Boston Consulting Group, which mostly hires upcoming college and advanced-degree graduates, says Mel Wolfgang, partner and head of Americas recruiting. The firm assigns teams of up to three recruiters to assess applicants from more than 30 U.S. schools. 'We look for well-rounded individuals whose interests and life experiences suggest that they would adapt well,' says Mr. Wolfgang.

每个职位会有至多六位应聘者得到第一轮面试的机会，包括接受两位公司顾问的面试，每位顾问的面试时间约为40分钟。在这些候选人中，约有一半的人会进入与四位合伙人的第二轮面试。在面试期间，候选人会被问及他们的工作经历、职业目标和其他相关话题，另外他们还可能会参加角色扮演活动。

Up to six applicants are typically granted first-round interviews per opening, which involve meeting with two company consultants for about 40 minutes each. Of these, about half go on to second-round interviews with up to four partners. During the meetings, candidates are asked about their work history, career goals and other relevant topics, plus they are expected to participate in role-playing exercises.

大部分公司，一旦面试完成，招聘经理就会与参加最后一轮面试的同事开碰头会，了解他们认为谁应该获得这份工作。Onlineshoes.com的里奇说，不过最后，决定权仍在招聘经理手中。这个决定常常取决于应聘者的适合程度和热情度。他说，你要确保你选的人对这份工作充满激情。

At most firms, once interviews are done, hiring managers will convene with colleagues who met the finalists to get their opinions on who should get an offer. 'But in the end, it's still the hiring manager's call,' says Mr. Leech of Onlineshoes.com. That decision often comes down to fit and level of enthusiasm. 'You're making sure that you pick someone who is pumped up about the role,' he says.