The Scientific Approach to Recruitment 招聘的科学方法

When it come to selecting candidates through interview, more often than not the decision is made within the first five minutes of a meeting. Yet employers like to convince themselves that they are being exceptionally thorough in their selection process. In today's competitive market place, the **quality ** of staff in many organisations is fundamental to the company's success and, as a result, recruiters use all means at their disposal to **secure ** the best in the field.

当说到通过面试挑选求职者的时候，往往在开始的五分钟里招聘者就已经做出了决定。但是雇主喜欢让他们自己深信那些应试者是通过他们特殊的招聘过程中选拔出来的。在今天竞争激烈的人才市场中，很多公司员工的能力是公司成功的基础。结果，招聘者用他们了解的各种方法来获得这个领域最顶尖的人才。

One method in particular that has risen in popularity is testing, either psychometric testing, which attempts to define psychological characteristics, or ability/aptitude testing. The idea is that testing provide an organisation with an extra way of establishing a candidate's suitability for a role. It enable companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified elements.

越来越普及的一个方法是通过测试，一种方式是通过心理测试，这个方法试图去了解应聘者的心理活动。另一种方式是能力/才能测试。 这个想法是：测试可以提供公司一个额外的方式去了解应聘者是否适合应聘的岗位条件。这使得通过确定岗位的关键条件和测试应聘者的能力看他们是否有这样的能力，使得公司增加价值。

The employment of psychometric or ability testing as one component of the recruitment process may have some merit, but in reality there is no real measure scientific or otherwise, of the potential future performance of any individual. The answer to this problem is experience in interview techniques and a strong definition of the elements of each position to be filled . As the whole recruitment process is based on few real certainties, the instinctive decisions that many employers make, based on a CV and the first five minutes of a meeting, are probably no less valid than any other tool employed in the business of recruitment.

作为招聘过程中的心理测试或能力测试可能有一些优点，但是在现实中并没有一个真正的科学的，或者是能了解应聘者在未来工作中表现的衡量标准。这个问题的答案是一种经验，由于这种经验需要面试技巧和对这种岗位要求条件充分了解。因为整个的招聘过程是基于很少的现实的可能性，基于简历和面试的前5分钟让很多雇主做出本能的决定，很可能不亚于在招聘中运用其他技巧来的有效。