D6
你的公司总是招不到人才？原来是因为…
经济学人
Perhaps the oldest management cliché is that “people are our most important asset”. But only a third of American companies check whether their recruitment process produces good employees. When companies are asked why they do not monitor the effectiveness of hiring, the most common response is that measuring employee performance is too difficult.
This failure of monitoring is all the odder given the effort that companies expend on recruiting outside their ranks. American companies tended to fill only around 30% of annual vacancies from within the company. Employers seem to operate on the principle that there must be something wrong with someone who is unhappy with their current job. Instead they aim to lure “passive” candidates who have shown no sign of wanting to move. Inevitably, this is time-consuming.
After all, employees happy with their current job are likely to need a greater inducement to move. The survey has not discovered any evidence that hiring outsiders is more costeffective than hiring other workers, or that passive candidates make better employees.
Instead companies have doubled the amount of time spent on the interview process since 2009, according to a survey. So how can companies improve? The expert suggests that firms post all job openings internally, check how many positions are filled from within, and make a greater effort to see how outside hires perform. But everyone should worry that companies are less rigorous about evaluating the performance of their staff.
Improving productivity is generally agreed to be the best way to achieve faster economic growth and higher living standards. Recent productivity improvements have been sluggish. Hiring the right people would be an important way to shift the trend.
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