摘要
为了更好地甄选出与企业岗位要求和战略发展高度匹配的人才,以确保企业的持续发展,企业逐渐采用基于岗位胜任力模型的结构化面试替代传统的结构化面试。文中主要阐述基于胜任力模型的结构化面试中存在的问题,并重点针对面试内容和面试评价两大问题给出相应的应对措施。
With the purpose of selecting the right employees whom is highly matching the job requirements and the company＇s strategy, and finally ensuring the sustainable development of the company, companies gradually apply the position competency model of structured interview instead of traditional structured interview. This paper mainly states the problems of the structured interview that based on competency model, and provides corresponding measures about the interview content and interview evaluation.
出处
《特区经济》
2016年第1期155-156,共2页
Special Zone Economy
关键词
岗位胜任力
结构化
面试
position competency
structured
interview
