如何组织内部面试英文对照(PDF 6页)

内容摘要
如何组织内部面试
Organizations spend the majority of their hiring resources on finding
and screening external candidates. But when you need to fill a position,
the most cost-effective and practical thing you can do is hire someone
from within. In fact, most hiring in companies is done internally.
Still, the internal interview is often thought of as something to check
off on a hiring to-do list rather than a source of real information. If
you already know the person, what else is there to learn, right? Wrong.
When conducted well, internal interviews can provide valuable new
insight into a known candidate.
公司把大部分的雇佣资源都花在寻找和网罗外部应征者身上。但当你需要填补一个职位，成本
最低、最实际的方法就是从内部招人。实际上，大多数公司的招聘都是在内部进行。尽管如
此，内部面试通常被视作一种核对招聘事项单的行为，而不是一种获取真正信息的资源。如果
你已经了解这个人，还要知道什么呢，对吧？错。如果做法正确，内部面试能帮你重新认识熟
知的应征者。
What the Experts Say
专家的话
Whether you worked with a candidate closely or you just "know of" her,
don't skimp on the internal interview process. "Just because you know
someone well doesn't mean you will know if they will be able to perform
well in a new job," says Susan Cantrell, senior research fellow at
Accenture's Institute for High Performance and co-author of Workforce of
One: Revolutionizing Talent Management through Customization. Assuming
you know all the candidate's skills, capabilities, and potential is
dangerous. "Most hiring managers find out little additional information
about a candidate during the interview; they don't get to the right
level of detail to make their questions meaningful, and they rely too
much on subjective, non-criteria based judgment," says Cantrell.

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