招聘规则外文翻译.docx

招聘规则外文翻译.docx

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招聘规则外文翻译

外文文献翻译译文

一、外文原文

原文：

Recruitmentrules

Watson,Mark

Fillingvacanciesforemploymentisn'taseasyasitusedtobe.Employerscannotsimplypickandchoosecandidatesaccordingtowhimandprejudice-thereneedstoanadherencetoamultitudeoflawandregulation.Missoutonanyandemployerscanexpecttroublefromlitigiousprospectiveemployees.

Diversityofapplicants

Thewatchwordaboutjobadvertisementsisdiversityavoidingdiscriminationrisk.Unlikeotheremploymentrights,anti-discriminationlawsapplytoapplicantsforjobsnotjustworkersinpost.AdvertisementswhichcouldbetakentoindicateanintentiontodiscriminatemaypromptstandaloneactionbytheEqualOpportunitiesCommission,DisabilityRightsCommissionorCommissionforRacialEquality.Theyalsowillbepersuasiveevidencetosupportanunsuccessful（or.forthatmatter,successful）applicant'sclaimfordiscriminationinRecruitment.

Advertiseeverytime

Thebestadviceonadvertisingjobsistomakesureyoudoit-ideally,everytimethere'savacancy.Informalmethodsofrecruitmentsuchaswordofmoutharewarnedagainstbythevariousequalityagencies,astheytendtoresultinreplicationofthecurrentworkplacedemographicandcloningwherebypeoplerecruitpeoplelikethemselves.CloningistheantithesisofdiversityTargetedsearchandselectionmayalsoonlyaccessanarrowpoolofapplicants,Usingarangeofrecruitmentmethodsismorelikelytoattractadiversepoolofapplicants.

Controlyourcontent

Thecontentofanadvertisementisobviouslycriticallyisprohibitedtousegenderspecificjobtitlessuchassalesman,chairman,andwaitresssouseagender-neutralalternative（or,ifthat'sjusttoopainful,useboththemaleandfemaletitles）.CareoverthespecifiedJobcriteriaiscrucial:

someofthemostcommonjobrequirementshaveadisparateimpactonaparticulargender,raceorothergroup（forexample,fewerwomenthanmenholddrivinglicensesorcanworkfull-time）soitiscriticaltoensurethatyoucanobjectivelyjustifyeachone.Don'tallowveryminoraspectsoftheroletodrivetherequirementsasitmaynotbejustifiabletoexcludeapplicantsonthebasisoftrivialpartsofajob.

Positiveaction.

Inlimitedcircumstances,itmaybepermissibletoincludeinadvertisementsencouragementforapplicantsfromunderrepresentedgroups.Careshouldbetakentoensuretheeligibilitycriteriaforpositiveactionaremetortheadvertisementwillbeunlawful.Innocircumstancesshouldanyformofdiscriminationoccuratthepointofselectionbetweencandidates.Ifyoudon'tmeetthecriteriaforpositiveactionintheadvertisementwording,youcouldstilltargetaparticularpublicationtoreachtheunderrepresentedgroupprovideditisonlyoneofanumberofsources.

Whereyouadvertise

Becarefulaboutwhereadvertisementsareplaced.Again,theobjectiveistoensurethatyouradvertisementreachesadiversereadership.Equalopportunitiesguidanceencouragesemployerstoadvertisewidelyincludinginlocalandnationalpapers,jobcentre,trademagazinesandcompanywebsites.Notallwillbesuitable,butthoughtshouldbegivenbeforedisregardingaparticularmethod.Becarefulofpublicationsreadmainlybyonegenderorothergroupasasoleadvertisingsite.Advertisingforasecretaryorreceptionistinmagazinesreadmainlybywomenisnotjuststereotypingbutislikelytodiscriminateagainstmen.

You'reresponsible

Don'tassumethatifarecruitmentconsultantoragencyplacestheadvertisementthatyou'renotresponsible,thebuckstopswiththeemployerandthisincludesforinformationdisseminatedthroughjobcentre,careeroffices,schools.College’spolytechnics,etc.Whileinsomecasestheagentplacingtheadvertisementwillalso,separately,beliablethiswillnotgetyouoffthehook.Givewritteninstructionstotheagentincasethereisadisputelater.

Avoiddiscrimination

Insomespecificcases,anadvertisementdiscriminatingongroundsofracewillbeunlawfulevenifitwouldnotbeunlawfultodiscriminateinselectingforthejob.Inparticular,whilerecruitmentforJobsbasedwhollyoutsidetheUK,forexamplemanaginganoverseasfactory,maynotbecaughtbytheRaceRelationsAct,itisprohibitedtoplaceadiscriminatoryadvertisementforthepositions.Thisisbecausethepublicdisplayofracialprejudicesisconsideredinherentlyoffensive.

CVreview

AsimplewaytobegintheInterviewistogetthecandidatetotalkthroughtheirCV,positionbyposition.Moretimeshouldbespentonthemorerecent/mostrelevantpositions.Itisimportanttomakesurethatailinformationrequiredregardingeachpositionisobtainedbeforemovingontothenext.

Candidatesshouldbeaskedtotalkaboutatypicaldayintherole,whattheirdutiesandresponsibilitieswere,andtheirkeyachievements,whytheymovedon,whatsalarytheywereon.ThisshouldbedonewitheachpositionontheirCVthatisrelevanttotheroletheyareapplyingfor.

Candidatequestions

Timeshouldalwaysbegiventoansweranyquestionsthecandidatemayhaveaboutthepositionandyourcompanyasawhole.Rememberthatjustasmuchasthecandidateneedstosellthemselvestoyou’reyourcompanyneedstosellitselftothecandidate.Thecandidateshouldleavewithapositiveimpression,withafeelingthattheyreallydesiretoworkthere.Therefore,itisimportanttoanswerthequestionspositively,inanupbeat,passionatemanner.

TurnoverasaWayofLife

Withthereturntorapideconomicgrowthemployerscanexpectareturnofcompetitionfortalentandhighstaffturnover.YoungerChineseareverycompetitiveandarealwayslookingforcareerprogressionopportunitiestobetterpositionthemselvesintheglobalmarket.ThismakesitincreasinglycommonforChineseemployeestoswitchjobseveryfewyears.Whilethiscanmakeitchallengingtoretainyourownteam,forcompanieswithattractiveproposalsitalsomakesiteasiertoattractthetalentyouneedwithouthavingtodevelopitorganically.

AdjustYourPayrollExpectations

In1sttiercitiessuchasShanghai,Beijing,andGuangzhou,salariesareapproachinglevelsfoundinmoredevelopedcountries.ThephenomenaleconomicgrowthofChinahasledtoarapidriseinsalaries,particularlyformanagerialandhigherpositions.Thiscontrastswiththeverystableandgenerallystagnantsalariesfoundindevelopedcountries.CheaplaboristhusdisappearinginChinaformanagerialandhigherpositions,especiallyin1st-tiercities.

HiringtheYoung

DuetotheChineseeconomicreformbegunin1978,educationstandardshaveimproveddrasticallyoverthepastyears.Thishasresultedinagreatdisparityinknowledgeandcapabilitiesbetweentheyoungandtheold,especiallyintermsofEnglishcompetencylevels.Thissituationhasthrownofftheconventionalthinkingthatseniorcandidatesarealwaysmorecapablethantheiryoungercounterparts.Infact,manydirectorsofcorporationsinChinaareonlyintheirearlythirties.Asaresult,companiesshouldbepreparedtoconsiderhighlyeducatedyoungChineseaspotentialcandidatesformanagerialandhigherpositionsinChina,andsuchpositionsarenolongernecessarilyheldbysenioremployees.

FindingCandidatesintheWild

Lookforpassivelyavailablecandidatesforimportantpositions.Thesetendtobehighlycapableindividualswhoarenotthreatenedbythepossibilityofretrenchment,anddifferfromactivejobseekerswhomayhavebeenretrenchedduetoperformance-relatedissues.Thisisparticularlyimportantforsalespositionsandotherareasthatareresponsibleforacompany’sprofitsandlosses.Highperformingcandidatesusuallyalreadyhaveajob.Asarecruiter,itisyourjobtoidentifysuchcandidatesonthewayupandofferthemapathforclimbingevenfaster.

GetPastthePhone

WhenhiringemployeesinChina,companiesshouldavoidrelyingonphoneinterviewsalonewheneverpossible.Phoneinterviewsnotonlyprovideinsufficientinformationforscreeningcandidates,buttherehavebeencasesofdeceitinphoneinterviewswherecandidatesengagedfriendsasstand-insorotherexternalhelptodisguisetheirownqualifications.Hence,companiesshouldalwaysconductface-to-faceinterviewsforbetterevaluationofcandidatesandpreventtheoccurrenceoffrauds.

TheEnglishPremium

Forinternationalcompaniesorevenlocalfirmsconductingbusinesswithforeignfirms,proficientusersofEnglishareclearlydesirable,butemployersneedtobeawareofthesalarypremiumsinvolved.DuetothegreatdisparityinEnglishcompetencylevelsexistinginChina,candidatesstronginEnglishcaneasilycommandpremiumsalariesthatare30%higherthantheaverageemployee.Thisispartlyduetothehighdemandforsuchcandidatesfrommulti-nationalcorporations（MNCs）.Therefore,besuretocarefullyevaluatetheleveloflanguageskillneededforeachroleandexpecttopayapremiumforproficientusersofEnglish.

HireWhereYouAre

Ifyourofficeislocatedina2ndor3rdtiercity,companiesareadvisedtohirecandidatesfromthevicinity.ForeignSMEshavebeenfoundtoprefercandidatesfrom1sttiercitiesevenwhentheirofficesarelocatedin2ndor3rdtiercities,becausethesecandidatesaremorelikelytobeabletorelateeasilytotheiremployersintermsofbothlanguageaswellastheirexpectationsforcorporatecultures.However,suchcandidatesmayfinditdifficulttoadapttothechallengesoflivinginthelowertieredcities.Thiscaneventuallyleadtohighemployeeturnoverratesandbecomedetrimentaltothecompany.

BePreparedtoTrain

Likewise,asEnglishproficiencylevelstendtobelowerin2ndand3rdtiercities,itmaybedifficulttolocatecandidateswho