招聘規(guī)則[文獻(xiàn)翻譯]-01-09

1、外文文獻(xiàn)翻譯譯文一、 外文原文原文：Recruitment rulesWatson,MarkFilling vacancies for employment isn't as easy as it used to be. Employers cannot simply pick and choose candidates according to whim and prejudice-there needs to an adherence to a multitude of law and regulation. Miss out on any and employers can ex

2、pect trouble from litigious prospective employees.Diversity of applicantsThe watchword about job advertisements is diversity avoiding discrimination risk. Unlike other employment rights, anti-discrimination laws apply to applicants for jobs not just workers in post. Advertisements which could be tak

3、en to indicate an intention to discriminate may prompt standalone action by the Equal Opportunities Commission, Disability Rights Commission or Commission for Racial Equality. They also will be persuasive evidence to support an unsuccessful (or. for that matter, successful) applicant's claim for

4、 discrimination in Recruitment.Advertise every timeThe best advice on advertising jobs is to make sure you do it -ideally, every time there's a vacancy. Informal methods of recruitment such as word of mouth are warned against by the various equality agencies, as they tend to result in replicatio

5、n of the current workplace demographic and cloning whereby people recruit people like themselves. Cloning is the antithesis of diversity Targeted search and selection may also only access a narrow pool of applicants, Using a range of recruitment methods is more likely to attract a diverse pool of ap

6、plicants.Control your contentThe content of an advertisement is obviously critically is prohibited to use gender specific job titles such as salesman, chairman, and waitress so use a gender-neutral alternative (or, if that's just too painful, use both the male and female titles). Care over the s

7、pecified Job criteria is crucial: some of the most common job requirements have a disparate impact on a particular gender, race or other group (for example, fewer women than men hold driving licenses or can work full-time) so it is critical to ensure that you can objectively justify each one. Don

8、9;t allow very minor aspects of the role to drive the requirements as it may not be justifiable to exclude applicants on the basis of trivial parts of a job.Positive action.In limited circumstances, it may be permissible to include in advertisements encouragement for applicants from underrepresented

9、 groups. Care should be taken to ensure the eligibility criteria for positive action are met or the advertisement will be unlawful. In no circumstances should any form of discrimination occur at the point of selection between candidates. If you don't meet the criteria for positive action in the

10、advertisement wording, you could still target a particular publication to reach the underrepresented group provided it is only one of a number of sources.Where you advertiseBe careful about where advertisements are placed. Again, the objective is to ensure that your advertisement reaches a diverse r

11、eadership. Equal opportunities guidance encourages employers to advertise widely including in local and national papers, job centre, trade magazines and company websites. Not all will be suitable, but thought should be given before disregarding a particular method. Be careful of publications read ma

12、inly by one gender or other group as a sole advertising site. Advertising for a secretary or receptionist in magazines read mainly by women is not just stereotyping but is likely to discriminate against men.You're responsibleDon't assume that if a recruitment consultant or agency places the

13、advertisement that you're not responsible, the buck stops with the employer and this includes for information disseminated through job centre, career offices, schools. Colleges polytechnics, etc. While in some cases the agent placing the advertisement will also, separately, be liable this will n

14、ot get you off the hook. Give written instructions to the agent in case there is a dispute later.Avoid discriminationIn some specific cases, an advertisement discriminating on grounds of race will be unlawful even if it would not be unlawful to discriminate in selecting for the job. In particular, w

15、hile recruitment for Jobs based wholly outside the UK, for example managing an overseas factory, may not be caught by the Race Relations Act, it is prohibited to place a discriminatory advertisement for the positions. This is because the public display of racial prejudices is considered inherently o

16、ffensive.CV reviewA simple way to begin the Interview is to get the candidate to talk through their CV, position by position. More time should be spent on the more recent/most relevant positions. It is important to make sure that ail information required regarding each position is obtained before mo

17、ving on to the next. Candidates should be asked to talk about a typical day in the role, what their duties and responsibilities were, and their key achievements, why they moved on, what salary they were on. This should be done with each position on their CV that is relevant to the role they are appl

18、ying for.Candidate questionsTime should always be given to answer any questions the candidate may have about the position and your company as a whole. Remember that just as much as the candidate needs to sell themselves to youre your company needs to sell itself to the candidate. The candidate shoul

19、d leave with a positive impression, with a feeling that they really desire to work there. Therefore, it is important to answer the questions positively, in an upbeat, passionate manner.Turnover as a Way of Life With the return to rapid economic growth employers can expect a return of competition for

20、 talent and high staff turnover. Younger Chinese are very competitive and are always looking for career progression opportunities to better position themselves in the global market. This makes it increasingly common for Chinese employees to switch jobs every few years. While this can make it challen

21、ging to retain your own team, for companies with attractive proposals it also makes it easier to attract the talent you need without having to develop it organically.Adjust Your Payroll Expectations In 1st tier cities such as Shanghai, Beijing, and Guangzhou, salaries are approaching levels found in

22、 more developed countries. The phenomenal economic growth of China has led to a rapid rise in salaries, particularly for managerial and higher positions. This contrasts with the very stable and generally stagnant salaries found in developed countries. Cheap labor is thus disappearing in China for ma

23、nagerial and higher positions, especially in 1st-tier cities.Hiring the Young Due to the Chinese economic reform begun in 1978, education standards have improved drastically over the past years. This has resulted in a great disparity in knowledge and capabilities between the young and the old, espec

24、ially in terms of English competency levels. This situation has thrown off the conventional thinking that senior candidates are always more capable than their younger counterparts. In fact, many directors of corporations in China are only in their early thirties. As a result, companies should be pre

25、pared to consider highly educated young Chinese as potential candidates for managerial and higher positions in China, and such positions are no longer necessarily held by senior employees.Finding Candidates in the Wild Look for passively available candidates for important positions. These tend to be

26、 highly capable individuals who are not threatened by the possibility of retrenchment, and differ from active job seekers who may have been retrenched due to performance-related issues. This is particularly important for sales positions and other areas that are responsible for a companys profits and

27、 losses. High performing candidates usually already have a job. As a recruiter, it is your job to identify such candidates on the way up and offer them a path for climbing even faster.Get Past the Phone When hiring employees in China, companies should avoid relying on phone interviews alone whenever

28、 possible. Phone interviews not only provide insufficient information for screening candidates, but there have been cases of deceit in phone interviews where candidates engaged friends as stand-ins or other external help to disguise their own qualifications. Hence, companies should always conduct fa

29、ce-to-face interviews for better evaluation of candidates and prevent the occurrence of frauds.The English Premium For international companies or even local firms conducting business with foreign firms, proficient users of English are clearly desirable, but employers need to be aware of the salary p

30、remiums involved. Due to the great disparity in English competency levels existing in China, candidates strong in English can easily command premium salaries that are 30% higher than the average employee. This is partly due to the high demand for such candidates from multi-national corporations (MNC

31、s). Therefore, be sure to carefully evaluate the level of language skill needed for each role and expect to pay a premium for proficient users of English.Hire Where You AreIf your office is located in a 2nd or 3rd tier city, companies are advised to hire candidates from the vicinity. Foreign SMEs ha

32、ve been found to prefer candidates from 1st tier cities even when their offices are located in 2nd or 3rd tier cities, because these candidates are more likely to be able to relate easily to their employers in terms of both language as well as their expectations for corporate cultures. However, such

33、 candidates may find it difficult to adapt to the challenges of living in the lower tiered cities. This can eventually lead to high employee turnover rates and become detrimental to the company.Be Prepared to Train Likewise, as English proficiency levels tend to be lower in 2nd and 3rd tier cities,

34、it may be difficult to locate candidates who are both good in English and have the required competencies. One way to work around this is to hire candidates with English majors and train them in the relevant skill sets. Alternatively, companies can hire candidates based on the required competencies a

35、nd leave the linguistic requirements to a specialized role within the company. Therefore, greater emphasis on core competencies in 2nd and 3rd tier cities may solve potential challenges.Keep in Touch Finally, once a company has chosen an employee to hire, they should keep in touch with this selected

36、 candidate in the time before work begins. As already mentioned, job seekers in China have high expectations for their employment, and it is not uncommon to find them continuing to search for better opportunities even after having accepted an offer. Thus, hiring managers are advised to keep in touch

37、 with their selected candidates and take note if they are still keen and available to join the company. This will help to avoid unnecessary surprises when the candidate fails to show up on the first day of work.What to Look for in a Recruiter Given the many challenges of hiring in China, recruiters

38、can be particularly useful in the timely procuring of suitable candidates who are committed to pursuing the opportunities your company offers. A professional recruiter is trained to internalize the specific needs of their clients and is able to accurately identify a best-fit candidate in the shortes

39、t possible time. To find a recruiter that meets their needs companies should pay attention to the “three P's of recruitment.Process Many professional recruiters use a precise search process called the Social Networking System (SNS). It helps recruiters to narrow down and identify potential candi

40、dates efficiently via recommendations from ones contacts in the relevant industry. The process is then repeated for several degrees of separation until a best-fit individual emerges from the recommendations.Persuasion Persuasion skills are also highly desirable in a recruiter. Best-fit candidates ma

41、y be passively available instead of being actively engaged in job-hunting. In other words, they are still employed and may require substantial persuasion to leave their established portfolio. Hence, a recruiters ability to motivate a candidate to explore new opportunities is a crucial step in headhu

42、nting.Positioning The way an offer is positioned in terms of career development will also affect a candidates commitment to the company after the end of the probation period. Professional recruiters can provide valuable advice on structuring and positioning an offer so that it meets the candidates n

43、eeds while providing the company with the talent they need within their budget.資料來(lái)源：Watson,Mark.Recruitment rules. Cabinet Maker, 2007(4):P13-14.二、翻譯文章譯文：招聘規(guī)那么Watson,Mark填補(bǔ)職位空缺并不那么容易的。雇主不能根據(jù)突發(fā)奇想和偏見(jiàn)簡(jiǎn)單地挑選候選人，需要遵守法律法規(guī)。雇主錯(cuò)過(guò)任何一個(gè)未來(lái)的員工，都會(huì)帶來(lái)申請(qǐng)?jiān)V訟多樣性的麻煩。申請(qǐng)人的多樣性招聘廣告要防止歧視是多樣性的。不像其他的就業(yè)權(quán)利，反對(duì)歧視的法律不只是適用于在就業(yè)后的工人，還適用

44、于在申請(qǐng)的工作上。如果采用那些表述有歧視的廣告會(huì)更可能導(dǎo)致平等時(shí)機(jī)委員會(huì)的獨(dú)立行動(dòng)，殘疾人權(quán)利委員會(huì)或委員會(huì)要求種族平等。他們也將用有說(shuō)服力的證據(jù)來(lái)支持一個(gè)不成功的(或者為那件事,使其成功)申請(qǐng)人在招聘歧視中獲得索賠。廣告對(duì)招聘廣告的最正確建議是，確保您這樣做每次都有一個(gè)空缺。非正式的招聘方法，如通過(guò)各種平等的機(jī)構(gòu)的口耳相傳，因?yàn)樗鼈兺鶎?dǎo)致目前工作人員的復(fù)制和克隆，使人像他們所需要招聘的人?？寺》磳?duì)目標(biāo)搜索的多樣化，這樣只可選擇一個(gè)狹窄的人池，使用不同的方法擴(kuò)大招募范圍更可能吸引到不同的申請(qǐng)人。內(nèi)容的控制廣告的內(nèi)容顯然是至關(guān)重要的.它通常禁止使用有具體性別的職位名稱(chēng)，如推銷(xiāo)員，董事長(zhǎng)，效勞員

45、，只能進(jìn)行一個(gè)中性的選擇如果不怕太麻煩，可以使用男性和女性。擁有指定的招聘標(biāo)準(zhǔn)是至關(guān)重要的：最常見(jiàn)的有工作要求，有對(duì)某一性別的要求，種族或其他團(tuán)體的不同要求例如，婦女比男子持有駕駛執(zhí)照的少，是否可以全職工作，因此其中的關(guān)鍵是確保您能客觀地說(shuō)明理由。在根底工作的招聘申請(qǐng)上，不需要有細(xì)致的招聘要求，因?yàn)樗珊苣芤蛘静蛔∧_而被刪除。行動(dòng)的積極性在有些的情況里，廣告中允許出現(xiàn)鼓勵(lì)申請(qǐng)人的信息。但應(yīng)謹(jǐn)慎行事，確保積極的行動(dòng)符合資格和防止非法的廣告，在任何情況下，都不容許發(fā)生在甄選候選人身上的歧視問(wèn)題。如果你在廣告中的措辭不符合積極的行動(dòng)準(zhǔn)那么，你也可以針對(duì)那些有一定申請(qǐng)人來(lái)源的特定出版物，以提供應(yīng)那些缺

46、乏的群體使用。廣告的方法注意廣告投放的位置。同樣，目的是確保您的廣告實(shí)現(xiàn)和到達(dá)一定不同的讀者群。在就業(yè)中心，貿(mào)易雜志和公司網(wǎng)站上，還包括在國(guó)家和地方文件中，平等的時(shí)機(jī)，都是值得鼓勵(lì)雇主去宣揚(yáng)的。并不是所有人都適合，但認(rèn)證應(yīng)當(dāng)有一個(gè)特定的方法。小心的出版物讀者主要是由某一性別的人構(gòu)成或是其他組織的獨(dú)家廣告的網(wǎng)站。如在登廣告招聘一位秘書(shū)或接待員的雜志上，主要由婦女構(gòu)成，這不只會(huì)被認(rèn)為是偏見(jiàn)更可能會(huì)被認(rèn)為遭受歧視。責(zé)任心不要以為招聘參謀公司或機(jī)構(gòu)代理已經(jīng)發(fā)表了廣告，你就不用負(fù)責(zé)。你是責(zé)無(wú)旁貸的，責(zé)任止于與用人單位的信息傳播,包括通過(guò)工作中心、事業(yè)機(jī)關(guān)、學(xué)校。高校等。在某些情況下，受托人發(fā)表廣告時(shí)也將

47、負(fù)責(zé)不會(huì)讓你處于困境。萬(wàn)一發(fā)生了糾紛，你需要給代理人書(shū)面的指示。防止歧視在某些特定情況下，那些基于種族原因的歧視廣告也是非法的，在英國(guó)職位招聘中，選擇工作時(shí)防止出現(xiàn)任何的歧視即使是不違法的，例如管理一個(gè)海外工廠(chǎng)，就不得觸犯種族關(guān)系得法令，禁止發(fā)布該職位的歧視性廣告。這是因?yàn)榉N族偏見(jiàn)公開(kāi)展示時(shí)要考慮對(duì)本身的影響。簡(jiǎn)歷審查 開(kāi)始面試時(shí)一個(gè)簡(jiǎn)單的方法是讓候選人通過(guò)介紹他們自己的簡(jiǎn)歷，更多時(shí)間應(yīng)該用在最近/最相關(guān)的職位。重要的是確保得到各自所需的資料后，才能夠進(jìn)入到下一個(gè)模塊。應(yīng)聘者應(yīng)被要求談一談在這一天中所扮演的典型角色，他們的職責(zé)是什么，他們的主要成就有哪些，為什么他們提出這樣的薪水。這項(xiàng)工作應(yīng)與

48、簡(jiǎn)歷上各自的立場(chǎng)相同，就是說(shuō)要與他們申請(qǐng)的相關(guān)職務(wù)對(duì)應(yīng)。候選人應(yīng)始終給予候選人答復(fù)任何問(wèn)題的時(shí)間，包括各自的立場(chǎng)和整個(gè)公司的問(wèn)題。請(qǐng)記住，許多的候選人都會(huì)向你推銷(xiāo)他們自己說(shuō)他們是你公司需要的人。候選人應(yīng)留下一種美好的印象，他們是真的想在那里工作。因此，重要的是要具有積極、樂(lè)觀、熱情的態(tài)度來(lái)答復(fù)下列問(wèn)題。把營(yíng)業(yè)額作為一種生活方式隨著經(jīng)濟(jì)的快速增長(zhǎng)，雇主可以預(yù)期的是鼓勵(lì)的人才競(jìng)爭(zhēng)和較高的員工流失率。年輕的中國(guó)非常有競(jìng)爭(zhēng)力，并一直在全球市場(chǎng)尋找職業(yè)開(kāi)展的時(shí)機(jī)，以更好地定位自己。這使得越來(lái)越多的中國(guó)員工每隔數(shù)年就轉(zhuǎn)業(yè)跳槽。雖然這可以讓你挑戰(zhàn)自己的團(tuán)隊(duì)，也使得它更容易吸引你需要的人才。有吸引力的公司，它無(wú)需有機(jī)開(kāi)發(fā)。調(diào)整您的工資期望在諸如上海，北京，廣州一類(lèi)城市，工資已經(jīng)接近較興旺國(guó)家。中國(guó)經(jīng)濟(jì)的驚人增長(zhǎng)，導(dǎo)致工資迅速上升，特別是對(duì)管理和更高的職位。與此相反，興旺國(guó)家找到了非常穩(wěn)定的工作，卻只有停滯的工資。因此，在中國(guó)的管理層以及更高的職位廉價(jià)勞動(dòng)力已經(jīng)消失，特別是在第一線(xiàn)城市。雇用青年中國(guó)經(jīng)