招聘过程中误差源分析研究  

Analysis of Error Sources in the Recruitment Process

作　　者：申琳[1] 马旭军[1] 

机构地区：[1]太原科技大学,山西太原030024

出　　处：《科技广场》2014年第2期175-177,共3页Science Mosaic

摘　　要：本文将招聘误差作为研究对象,研究造成招聘误差的原因,即误差源。通过研究误差源及其分类,对误差源因子逐一进行分析并建立了招聘误差源理论模型。在此模型的基础上,设计调查问卷,对具有丰富招聘经验的招聘专员进行调查,运用SPSS软件对调查结果进行数据整理、归纳和分析,得到了八个招聘误差源因子:职位描述、测评方法、应聘者、组织匹配、录用、招聘专员、前期准备、招聘渠道。每个因子还包括了2—5个次级因子,共同构成了招聘误差源系统。研究结论显示,八个因子中招聘专员、录用、测评方法是最容易造成招聘误差的因子。最后,基于实证研究的结果,尝试针对此八个因子提出控制建议和对策。This paper regarding the recruitment error as the object, researches the cause of the error, i.e. the sources of error. By researching the sources of error and their classification, we analyze each factor and establish a theoretical model. Based on this model, we design the questionnaire, and deliver them to recruiters with extensive experience. We use SPSS to process, summarize and analyze the survey results, getting eight factors：job descrip-tions, evaluation methods, candidates, organize matches, recruitment, recruiters, preparation, and recruitment chan-nels. Each factor also includes 2-5 secondary factors which constitute the recruitment system error sources. The re-sults of the study show that among the eight factors, recruiters, hiring, evaluation methods are most likely to cause errors in the recruitment. Finally, based on the results of the empirical research, we attempt to put forward corre-sponding suggestions and countermeasures.

关 键 词：招聘 招聘误差 误差源 因子分析 

分 类 号：F272.92[经济管理—企业管理]