甄选面试 外文翻译

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甄选面试
 面试被认为是最频繁使用的甄选工具。在许多情况下它作为一种重要的工具为筛选过程作出合理的决定，因而占据着重要的位置。同时它也是一种相当费时和昂贵的选择工具，正如人力资源经理对社会成员的一项调查所显示的那样。例如,基于这项调查中的数据,我们估计为每个招聘岗位进行面试要花费等同于工作人员两天的时间。
 由于它的广泛使用和所花费的成本，有关专家对面试的研究已经进行了大约80年。直到最近，他们的研究大体形成了关于面试在选拔中可靠性,有效性和有用性的否定结论。近一步说，这些研究决定了低有效性和可靠性是由于使用了不恰当的问题和其他无关因素影响了面试官对应聘者的评价。这项研究为弥补这些缺陷而促使发展了另外一项工作。这些更正时常结合到筛选面试的设计当中。因此，对面试这种筛选工具最近的考核已经非常肯定了。就像我们接下去在这章当中所讨论的，特定的面试问题的类型会导致重要的有效性系数。同时有效性归纳研究已经为筛选面试的有效性提供了有力的证据。因此，可以准确地断定经过适当地设计和正确地使用，面试是一种好方法！当他总结出面试有效性研究中的矫正因素和为认知能力测试制定的相似因数可比以及评价中心技术在人员甄选中被长久推荐时，迈克·哈里斯在他的关于面试的评论中指出了这个。
 在这一章中我们总结了什么是甄选面试目前已知的从强调以经验为依据的研究结果中知道。我们也讨论了已经被证明通过这项研究去改进面试的过程。我们希望能提供足够的信息因而你将能设计和执行这种重要的工具。如果你希望得到更多信息,我们推荐两本书:Robert Dipboyes的甄选面试：过程透视和Robert·Eder和Machael Harris的招聘面试手册。
面试在员工甄选中的作用:
 了解面试特有的作用第一步是讨论它在甄选中预期的优势。大体来说可以归纳为三个方面：（1）面试为组织提供了一个能招募到优秀候选人的机会。（2）面试是一种高效、实用的方法，能衡量一位应聘者不同的KSA。（3）是否接受应聘者的决定由组织中的一些人作出，他们能够断定应聘者和工作的匹配度。我们讨论的每一个问题都必须正确地纳入面试使其有利该组织。如果处理不当，这些问题都要甄选面试的效用中祛除。

外文原文
THE SELECTION INTERVIEW
The interview has long been acknowledged as the most frequently used selection device. A reasonable case can also be made that it is the most important device in many selection decisions because it is given the most weight. It is also a fairly time-consuming and expensive selection tool, as a survey of members of the society of Human Resource Managers indicates. For example, based on data from this survey, we estimate that the equivalent of two days of staff time are spent on interviews for each open position.
  Partially because of its widespread use and cost, selection researchers have studied the interview for almost 80 years. Until recently, their studies generally produce negative conclusions regarding its reliability, validity, and usefulness in selection. Further, these studies determined that the low reliability and validity were due to combination of an applicant. This research prompted other work, which developed corrections for these deficiencies. These research prompted other work, which developed corrections for these deficiencies. These corrections, in turn, were frequently incorporated into the design of the selection interview. As a result, the most recent examinations of this selection instrument have been quite positive. As we will discuss later in this chapter, specific types of interview questions have led to significant validity coefficients. Also validity generalization studies have produced strong evidence of the validity of selection interviews. So, it is accurate to conclude that designed appropriately and used correctly, the interview is good! Michael Harris pointed this out in his review of the interview when he concluded that the corrected coefficients from validation studies of the interview are comparable to similar coefficients produced for cognitive ability tests and assessment centers have long been recommended for selection.
  In this chapter we summarize what is currently known about the selection interview by stressing the results of empirical research studies. We also discuss procedures that have been demonstrated through this research to improve the interview. We hope to provide sufficient information so you will be able to design and implement this important selection device. If you wish more information, we recommend two books: Robert Dipboye’s Selection Interviews: Process Perspectives and Robert Eder and Michael Harris’s The Employment Interview Handbook.

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