2750小型企业人才招聘的问题及对策 外文文献原文.doc

INRODUCTION Effective staffing helps minimize problems in an organization through recruiting and selecting qualified people using established criteria and predictors. Staffing is the process of matching appropriate people with appropriate jobs. From the viewpoint of organizations, staffing entails using HR planning information to determine the correct numbers and kinds of candidates, locating them, and then selecting those who are most likely to be satisfactory employees. From the standpoint of job applicants, the staffing process affects how they see jobs and organizations, and the likelihood that will be matched with jobs that are rewarding for them. Staffing consists of recruiting and selection. Many employers currently are facing shortages of workers with the appropriate knowledge, skills, and abilities (KSAs) in tight labor markets. There actually is not one but several labor markets that are the external sources from which employers attract employees. There are many ways to identify labor markets, including by geographical area, type of skill, and educational level. Some labor market segments might include managerial, clerical, professional and technical, and blue-collar. Classified differently, some markets are local, other regional, other national; there are international labor markets as well. To understand labor markets in which recruiting takes place, one must consider three different concepts: labor fore population, and applicant pool. The labor force population includes all individuals who are available for selection if all possible recruitment strategies are used. This vast array of possible applicants may be reached in very different ways. The applicant population is a subset of the labor force population that is available for selection using a particular recruiting approach. At least four recruiting decisions affect the nature of the applicant population: Recruiting method: advertising media chosen Recruiting message: what is said about the job and h