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大学生【职场英语：用社交媒体找工作】大学生【职场英语：用社交媒体找工作】Recruiterscheck it for leads and human resources directors screen candidates based on itand hiring managers use it to do their due diligence before choosing whom tointerview.招聘人员把这个当参考，人力资源总监在此基础上筛选求职者。
Insome ways, your online profile has become as important as your resume.在某些方面，你网上的资料已变得和简历一样重要。
1. Craft an Identity1. 打造专业身份Socialmedia can be used to create an identity and allow the user to show off aparticular expertise. Most employers do online searches on candidates beforeextending an interview or job offer.If the results come back showing theirdeep knowledge or interest in areas related to the organization, the likelihoodof getting a call will be much greater.社交媒体可以用被来创建身份，并允许用户展示特定的专业知识。
大多数雇主在给offer或安排面试前会在网上搜索候选人。
如果结果显示他们在公司涉及的领域有深入了解或感兴趣，接到面试电话的可能性会更大。
2. Engage With Companies2. 关注潜在公司Thekey for job seekers is to do their research and seek out prospective employerswho are leveraging social media to spread their employment brand. With a littlebit of research and curiosity, job seekers can put themselves in front of theseinnovative organizations.求职者关键是要做好调查并且寻找那些运用社交媒体来传播公司品牌的潜在雇主。
招聘英文要求:1.Responsibilities：- Coordinate & participate in big sales management activities includingcustomer meetings, seminars, shows and presentation of product to build strategic relationships. - Travel to promote products in the territory, in order to achieve Sales of the Products. - Maintain good relationship with existing customers, in order to achieve repeat orders. - Participate in at Exhibitions, Open Houses, Seminars organized by the Company in China to promote the Products.- Accompany customers in China to see reference machines. - Keep good connections with Customer Service Department of the Company, including keeping them informed of special terms of contracts signed and degree of satisfaction of existing customers in the territory. - Ensure on-going business growth, with special emphasis on sales operation efficiency to maintain profitability. Requirements: - Bachelor degree, major in engineering perfectly - Experienced sales of capital machinery, 3+years relevant experience, preferring in package industry - Good communication skill of Mandarin and English(spoken and written) - High working efficiency and strong sense of responsibility2.The position's main responsibilities include:•Provide necessary technique support to production on engineering change, problem solving, trouble shooting and yield improvement•Support production start-up activities, prepare BOM, working instruction, test procedure, design process flow and provide test fixture.•Verify engineering changes, coordinate and implement ECOs.•Perform engineering evaluations and support detailed failure analysis related to our product to identify root cause of failure and prevent failure occurrence.•Improve existing process through design of tooling, fixtures•Support alternative component qualification activities.•Provide Manufacturing training for new productionThe candidate's main requirements include:Educational Qualifications:•Bachelor, or above, Degree in mechanical engineering or relevant majorsExperience Qualifications:•At Least 3 years' relevant experience in mechanical design•Familiarity with Computer Aided Design software tools including Pro/E, Solidworks, AutoCAD etc.•Knowledge of 3D prototype processes, strong 3-D modeling experience is plus. •Technically competent in troubleshooting•Self motivated individual, possessed a mature and responsible nature•Excellent communication and human relation skills•Good English skill both in oral and written is essential•With Master Degree plus 2 year analytical instrument experience is prefer3.Job Requirements:1. Bachelor’s degree ，major in Mechanical or Polymer2. 2-5 years experience in automotive field (project management, design of product/process)3. Knowledge in injection tools, plastics and design. Better if knowledge in engine parts.4. Excellent negotiation & communication skills, teamwork5. Fluent English or FrenchJob Responsibility:1.Responsible for the project in quotation phase2.Coordinate the activities of project in quotation phase.3.Define the internal cost (part price/investment) according to our rules and the support of local experts4.Support the headquarter when the definition of internal costs is not done locally5.Realise the technical presentation to the customer6.Realize the optimization of internal costs7.Negotiate with the customer for derogations8.Support commercial department (presentation and training to new products)4.Design Engineer (Geared Motor) 设计工程师Description of tasks to be carried out:- Design and release of local product variants with reduced costs (new design, new material)- Interact directly with Chinese customers and suppliers- Interact directly with the Bosch leadplants in Europe- Responsible for product mechanical design- Preparation of technical drawings and bills of materials- Perform tolerance calculations- Cooperation with colleagues in ChongqingPosition Requirements:- MS degree in mechanical engineering (or equivalent)- At least 3 years working experience in mechanical engineering, preferable in automotive area- Experienced in CAD/CAE tools for mechanical design (2D, 3D), Catia V5- Experienced in using PC office software- Good command of English language both written and spoken- Team player, self motivated, target oriented。
“互联网+”时代下网络招聘存在的问题和对策研究1. 引言1.1 研究背景随着互联网技术的迅速发展和普及，“互联网+”时代已经成为各行各业普遍采用的发展模式。
在这样一个以互联网为中心的时代，网络招聘作为人才招聘的一种重要方式，也逐渐成为企业招聘的主要渠道。
相比传统的招聘方式，网络招聘具有时间成本低、覆盖面广、效率高等优点，为企业和求职者提供了更便利的招聘和求职途径。
随着网络招聘规模的不断扩大和使用的普及，也暴露出一系列问题和挑战。
信息真实性难以核查、招聘过程缺乏人性化、人才筛选困难等问题日益凸显，给企业和求职者带来了诸多困扰和不确定性。
如何解决这些问题，提高网络招聘的质量和效率，已成为当前亟待解决的重要课题。
开展对网络招聘存在的问题和对策的研究，既有利于深入了解网络招聘的现状和挑战，为企业和求职者提供更好的招聘和求职体验，也有助于推动我国人才市场的健康发展和创新转型。
这一部分的研究将有助于深入探讨网络招聘领域的热点问题，为进一步研究网络招聘的改进和发展提供重要参考。
1.2 研究意义网络招聘是互联网+时代下人力资源招聘的重要方式，然而在实践中也存在着诸多问题。
本文旨在探讨网络招聘存在的问题及对策研究，以期为企业提供更好的招聘解决方案。
1. 促进就业机会公平：随着互联网技术的发展，网络招聘已成为企业招聘人才的主要途径。
由于信息不对称和招聘平台不规范等原因，一些求职者可能在招聘过程中受到不公平待遇。
通过研究网络招聘存在的问题及对策，可以促进就业机会的公平和透明，确保求职者获得公正的招聘机会。
2. 提升企业招聘效率：网络招聘虽然为企业提供了更广泛的招聘渠道，但也面临着信息真实性难以核查、招聘过程缺乏人性化等问题，导致招聘效率不高。
通过研究对策措施，可以帮助企业优化招聘流程，提升招聘效率，降低招聘成本。
3. 推动人才匹配度提升：在互联网+时代，人才筛选困难是网络招聘面临的一大挑战。
通过研究网络招聘存在的问题及对策，可以帮助企业更好地进行人才评估和选拔，提高人才与岗位的匹配度，进而推动企业的发展和创新。
人力资源管理-招聘02网络招聘一、网络招聘的简介1.网络招聘的含义：网络招聘，也被称为电子招聘，是指通过技术手段的运用，帮助企业人事经理完成招聘的过程。
即企业通过公司自己的网站、第三方招聘网站等机构，使用简历数据库或搜索引擎等工具来完成招聘过程。
Online Recruitment, also known as e-recruitment, is the use of technology to attract candidates and aid the recruitment process. What this usually means is the use of a company’s own website, a third-party job site or job board, a CV database or search engine marketing to fill vacancies.2.网络招聘的两种主要方式：一是注册成为人才网站的会员，在人才网站上发布招聘信息，收集求职者资料，查询合适人才；一是在企业的网站上发布招聘信息，吸引人才。
3.网络招聘的优势：1）覆盖面广互联网的覆盖是以往任何媒介都无法比拟的，它的触角可以轻易地延伸到世界的每一个角落。
网络招聘依托于互联网的这个特点，达到了传统招聘方式无法获得的效果。
2000年，IBM通过网络招聘的消息只在全国7个城市的14所学校张贴了海报，而且没有在校园里进行任何宣传活动，却收到了来自包括英、美、日、澳等地留学生在内的13000多份简历，学校数目也远远超过了14所，招聘活动的覆盖面是公司自己都始料未及的。
2 ）方便、快捷、时效性强网络招聘的双方通过交互式的网上登陆和查询完成信息的交流。
这种方式与传统招聘方式不同，它不强求时间和空间上的绝对一致，方便了双方时间的选择。
互联网本身不受时间、地域限制，也不受服务周期和发行渠道限制。
人员招聘计划方案外文文献Recruitment programs play a crucial role in ensuring a steady inflow of qualified individuals into an organization. Effective recruitment plans not only attract the best talent but also help in building a diverse and skilled workforce.Recruitment plans typically involve various strategies, including but not limited to job advertisements, online job portals, social media recruitment, campus hiring, and employee referrals. These strategies need to be tailored to the specific requirements of the organization and the positions being recruited for.Job advertisements form an integral part of recruitment plans. They are usually placed in print media, online platforms, and professional networks. The content of job advertisements should be clear, concise, and appealing to the target audience. It should highlight the key responsibilities, qualifications, and benefits of the position.Online job portals have gained immense popularity in recent years. They provide a platform for organizations to reach a wide pool of potential candidates. These portals allow companies to post job vacancies and receive applications from interested individuals. Additionally, they often offer features such as resume databases and candidate filtering tools to streamline the recruitment process. Social media recruitment has emerged as a powerful tool for attracting talent. Platforms like LinkedIn, Facebook, and Twitter provide opportunities for organizations to showcase their employer brand and engage with potential candidates. Social mediarecruitment can be highly effective in targeting specific demographics and promoting job openings to a diverse audience.Campus hiring is a popular method employed by organizations, especially for entry-level positions. Companies visit educational institutions to interact with students, provide information about job opportunities, and conduct on-campus interviews. Campus hiring allows employers to assess candidates' skills, aptitude, and cultural fit before making hiring decisions.Employee referrals are another valuable source for recruitment. Employees can refer their friends, acquaintances, or professional connections for job openings in their organization. Referral programs incentivize employees by offering rewards or bonuses for successful referrals. This not only encourages employees to actively participate in the recruitment process but also brings in candidates who are likely to align with the company's values and culture.In conclusion, an effective recruitment plan should incorporate a mix of strategies tailored to the organization's needs. By utilizing job advertisements, online job portals, social media recruitment, campus hiring, and employee referrals, organizations can attract a diverse pool of qualified individuals and build a strong workforce.。
招聘计划方案英文版Recruitment Plan ProposalObjective:The objective of this recruitment plan is to attract and hire talented candidates to fulfill the staffing requirements of our organization.1. Job Advertisement:Utilize various channels to advertise job openings, including but not limited to:- Online job boards and platforms: Post detailed job descriptions on popular job portals, professional networking sites, and industry-specific websites.- Social media platforms: Leverage the power of social media to promote job openings and engage with potential candidates.- Company website: Ensure that the careers section of our website is up to date with accurate job descriptions and easy access to the application process.- Employee referrals: Encourage our current employees to refer qualified candidates to fill open positions, offering referral bonuses as incentives.- Recruitment agencies: Collaborate with trusted recruitment agencies who specialize in our industry to source potential candidates.2. Targeted Outreach:Identify and target specific groups or communities that may have qualified candidates by:- Attending industry conferences, seminars, and trade shows to connect with professionals in relevant fields.- Participating in career fairs or university job fairs to engage with students and recent graduates.- Reaching out to professional associations, alumni networks, and industry-specific forums to tap into their talent pool.3. Employer Branding:Promote our organization as an appealing employer to attract top talent:- Highlight our company culture, mission, and values through social media posts, blog articles, and other content marketing strategies.- Showcase success stories of current employees to demonstrate career growth opportunities within the organization.- Engage with potential candidates on social media platforms by responding to inquiries and comments promptly and professionally.4. Streamlined Application Process:Ensure a smooth and efficient application process to increase candidate engagement:- Simplify the application form and remove unnecessary requirements to reduce barriers to entry.- Optimize the careers section of our website for mobile devices, ensuring that it is user-friendly and easy to navigate.- Implement an applicant tracking system (ATS) to streamline the screening and selection process, allowing for a quicker and more organized evaluation of candidates.5. Employee Development and Retention:To retain top talent, invest in employee development and offer competitive benefits:- Provide opportunities for professional development through training programs, workshops, and mentorship initiatives.- Offer attractive compensation packages, including competitive salaries, performance-based bonuses, and comprehensive health and retirement benefits.- Implement employee recognition programs to acknowledge and reward exceptional performance.6. Diversity and Inclusion:Promote diversity and inclusion within our organization:- Develop partnerships with organizations that support underrepresented groups to attract a diverse pool of candidates.- Ensure that job advertisements and application processes are inclusive by eliminating biases and promoting equal opportunities. By implementing this recruitment plan, we aim to attract qualified candidates, increase employee retention, and build a diverse andtalented workforce, which will contribute to the overall success of our organization.。
互联网BD是什么意思？如何做好BD工作？BD，是一个英文缩写，全名为Bussiness Development。
翻译成中文就是商务拓展。
我相信任何一个中国人都不难从商务拓展这几个字看出BD的含义和意思，拓展，就是在原有关系上加深关系，比如你把你女朋友稍微拓展下，没准就成老婆了，当然还有种可能，就是拓展成陌生人了，这个例子也就看出来BD的关键点在于，什么时候拓展，从哪方面拓展，以什么形式拓展才能取得良好的效果。
简单点归纳，就是时间，切入点，体现形式。
这几点就是区分一个BD好坏的关键。
很多人抱怨说，我的机遇没有别人的好，你看某某某，业绩又好，提升又快，而我总是那么点背。
如果这句话是出自一个BD之口，绝对会被人鄙视。
机遇是留给有准备的人，如果你所有的准备都是恰当的，机遇绝对会出现。
所以，作为一个BD人员，千万不要抱怨上天的不公，命由天定，事在人为，当你有了抱怨，有了不满，就会影响你的直觉，你的判断力，这也就是平时不断念叨的：心态。
一个商务合作或者是一个项目，它不可能马上被人所接受，当你接到这个项目时，你需要先考虑的是，这个项目的优势是什么，这也就是选择切入点。
在分析优势的时候，请多使用换位思考，如果我是我的目标客户或者目标合作伙伴，我有没有必要加入这个项目，这个项目能带给我什么好处，反之，加入了这个项目会不会对我本身有负面影响，在这个时候，你需要自己说服你自己。
如果你发现当你换位思考以后连自己都没法说服自己，那么要么这个项目是个垃圾，要么是你找错了切入点。
当你觉得自己能被自己说服以后，请总结你的说服词，你会发现你的说服词中已经包括了这个项目的简介，参与形式，利益分析等等必备的要点，最后再进行文字的加工润色，形成文档形式发送给你的目标人群，再根据目标人群的回馈进行有效的解答，把说服你的那套道理搬出来说服别人，合作就是那么简单。
拓展时间这也是非常重要的一点，有谁见过真正想宣传的产品会放在周1-周5上班时间去宣传？反正我只听说过周末大卖场，还没听过周1大卖场什么的。
招聘英语怎么说招聘是人力资源管理的工作，当中过程包括招聘广告、二次面试和雇佣轮选等。
聘请的最后选择应该是用人单位，他们与合适的应征者签署雇佣合约。
那么你知道招聘用英语怎么说吗?下面为大家带来招聘的英语说法，供大家学习。
招聘的英语说法1：recruit招聘的英语说法2：recruit and employ招聘相关英语表达：招聘广告want ad; employment ad;招聘考试recruitment examination网络招聘network application invitation招聘的英语例句：1. Firms are now keen to hold on to the people they recruit.各公司现在都急切地想要留住招聘来的员工。
2. He obtained his first job through the milk round.他在校园招聘会上找到了第一份工作。
3. They placed an advertisement in the local paper for asecretary.他们在当地报纸上登了一则招聘秘书的广告。
4. I saw an advert for a job with a large engineering company.我看见一家大型工程公司的招聘广告。
5. This prompted many employers to ap-praise their selection and recruitment policies.这促使许多雇主考量其人才选拔和招聘政策。
6. He recruited two multilingual engineers.他招聘了两个懂多种语言的工程师。
7. For law students, autumn brings the recruiting season.对学法律的学生来说，秋季是招聘旺季。
英文招聘广告【导语】下面是作者为大家整理的英文招聘广告（共6篇），以供大家参考借鉴!篇1：英文招聘广告1. Words大专： college graduate 职责：responsibility本科： post-graduate 条件：qualification研究生：after-graduate 熟练掌握：skilful in文凭：diploma擅长于：be good at/ do well in学士学位：Bachelor’s Degree有*年的**的工作经验：* years work experience as文学学士：有意者：anyone who interested in理学学士：个人简历：resumeStructure Step 3 Samples(model test 3)Advanced Office Staff WantedQualifications:-College graduate and at least Band 4 in English;-Good mand in writing, management and social munication.- Skillful in applying modern office software;-3 years or more working experience is preferableQualified applicants will have interviews. If interested, please send a detailed resume in both Englishand Chinese, a photo and a copy of diploma to our pany via email. Address: Yuangquan Road, Science Developing Zone, TianjingZip Code: 342600Tel :( 022)#Fax: (022)#Job VacancyWe are Chinese International Trading pany based in Beijing. Now we have a vacancy tofill for a secretary to work in our Agency in Changsha. You will need to be quick, accurate andclean in the way you work. We expect you major in Chinese or English and have at least 3 yearsexperience. Your working time is often 8:30-11:30 . and 2:00-5:00 . from Monday toSaturday. If you think you are what we are looking for, call Miss Liu on Tuesday morning on#.陶氏(Dow)化学公司是全球第五大化学公司，年销售量达200亿美元。
互联网技术在人力资源管理中的作用随着互联网的迅速发展和普及，互联网技术在各个行业的应用越来越广泛。
其中，人力资源管理领域也不例外。
互联网技术为人力资源管理带来了许多便利和创新，有效地提高了工作效率和信息交流。
本文将探讨互联网技术在人力资源管理中的作用。
一、招聘与招聘渠道的变革互联网技术改变了传统的招聘方式，使得招聘工作更加高效和便捷。
传统的招聘方式需要投放招聘广告、筛选简历、安排面试等繁琐流程，费时费力。
而借助互联网技术，招聘人员可以通过在线招聘网站、社交媒体等渠道发布招聘信息，吸引更多的求职者。
同时，通过在线简历筛选系统，可以更快捷地筛选合适的候选人，提高招聘效率。
二、员工培训与发展互联网技术为员工培训与发展提供了更多的选择和灵活性。
传统的员工培训往往需要集中在一个地点举办，需要员工长时间离开工作岗位，造成不少干扰。
而通过互联网技术，可以开展在线培训课程、远程视频会议等形式，实现员工不受时间和地点限制的培训。
员工可以根据自身时间和兴趣进行学习，提高自身能力和技能。
此外，通过在线学习平台还可以提供各种学习资源和知识分享，使员工的学习更加全面和便捷。
三、绩效管理与数据分析互联网技术在绩效管理和数据分析方面发挥了重要作用。
传统的绩效管理往往局限于年度绩效评估，而互联网技术使得绩效管理变得更加及时和精确。
通过在线绩效管理系统，可以实时跟踪员工的工作进展、目标完成情况等数据，及时给出反馈和改进建议。
同时，互联网技术还可以对大量的绩效数据进行整理和分析，为企业提供更多的决策依据和战略指导。
四、员工沟通与协作互联网技术极大地促进了员工之间的沟通和协作。
传统的沟通方式通常依赖于面对面会议、电话等有限的沟通渠道，信息传递有时受到时间和地点限制。
而利用互联网技术，员工可以通过即时通讯工具、在线协作平台等实时交流，快速解决问题和推进工作。
此外，互联网技术还可以构建员工社交网络，促进员工之间的交流和合作，加强团队的凝聚力和归属感。
最新资料欢迎阅读智慧树，知到《求职 OMG大学生就业指导与技能开发》答案章节测试题【完整】2020智慧树 , 知到《求职OMG大学生就业指导与技能开发》章节测试答案第一章测试1、何时开始准备求职是最好的?、毕业前三个月、毕业后三个月、大三下学期、大一下学期答案： D、求职的第一步是什么 ?A 、网上投递求职简历、电话面试、写求职简历、笔试答案： C、在求职 OMG原则里， O代表的含义是_____. A 、ObserveB 、ObjectiveC 、ObtainD 、Optimist答案： B4、写简历应该遵循的步骤是?A、锁定目标匹配资源立即行动B、匹配资源锁定目标立即行动C、锁定目标立即行动匹配资源D、匹配资源立即行动锁定目标答案： A5、往往容易被应届毕业生写简历时忽略的项目是____.、兴趣爱好、求职意向、薪资期望、姓名学校答案： B6、电话面试后通常会进行哪个环节?、通知上班、笔试、投递简历、招聘公司筛选简历答案： B、在求职 OMG原则里， M代表的意义是：、比赛、我的、匹配、数学答案： C、立即行动 (Go for it) 时如果行不通时，你应该：、主动放弃、自暴自弃、相信任何行为都有积极意义、不再相信 OMG法则答案： C、用人单位选人时的原则是：、最优秀的、最会说话的、成绩最好的、最适合的答案： D、将 OMG原则放入漏斗中，最上方的是：、Objective、Match、Go for it答案： A第二章测试、下列不属于职业测评的考量因素、兴趣、性格、学历、价值观答案： C、下列不属于大型招聘会的特点是、可以与用人单位面对面、只进行社会招聘、可以当场就进行一轮筛选、通过率要比互联网高一点答案： B、搜集就业信息时，互联网的缺点是、信息量太大，缩小范围困难、足不出户就可以了解到许多就业信息、随时更新求职经验、查找信息便捷答案： A、目前被认为是求职成功率最高的信息来源是、大型招聘会、师兄师姐、校园宣讲会、互联网答案： B、下列关于校园宣讲会错误的是、校园宣讲会比大型招聘会更加具体、一次宣讲会胜过网上搜索一天的成果、有了目标的同学没必要去宣讲会、参加宣讲会可以更加直观地了解工作答案： C、好工作的考量因素不包括：、你想做的、你能做的、你值得做的、别人让你做的答案： D7、下列哪一个不属于招聘网站?、58 同城、应届生、智联招聘、中华英才网答案： A、在校园宣讲会不应该做的是：、多开口多交流、安静坐在一旁、抓住宣讲人员采访、问师兄师姐答案： B、下列关于内推说法错误的是：、企业内部员工推荐新人入职、内推成功率百分之百、可以通过师兄师姐内推、内推可以缩减企业招聘成本答案： B10 、下列哪一项招聘途径视频中未提到?、报纸、微博、微信、校园招聘网答案： A第三章测试、简历上的照片应该是、证件照、生活照、艺术照、搞怪照答案： A、下列不属于 OMG中原则的是、目标引领原则、关键字原则、素材匹配原则、努力争取原则答案： B、什么时候发简历最好、周一早上、周二白天、没有特别的讲究，但是注意 deadline 、周三白天答案： C、简历最好写多少页、一页、五页、十页、十页以上答案： A、在简历 OMG的四个关键字分别是A、知志职止、志职止智、知志止智、知职止智答案： D、简历不通过的原因不包括：、简历不知道写什么好、简历不知道怎么写好、HR没看到、职位与个人能力不匹配答案： C、下列对于简历制作不正确的是：、为目标单位定制简历，有的放矢、制作简历时写明求职意向、求职意向放在简历前 1/3 的位置、只使用一张通用简历答案： D、简历中的过往经历不包括以下哪个方面：、教育经历、工作经历、打工经历、社团经历答案： C、技能类型不包括：、人际交往技能、专业知识技能、可迁移技能、自我管理技能答案： A、关于写简历的三三制原则，下列说法错误的是：、对照招聘要求，选三个经历、最重要的放在最前面、每个经历三个短句、每次设置三家目标公司答案： D第四章测试、以下不属于网申的优点的是、避免了因简历不美观而被淘汰的风险、方便用人单位将应聘者进行比较、有了网申，就可以省去准备简历这一环节、各种填空题更加方便求职者提供资料答案： C、网申中，常见的开放式问题不包括、成就故事类、实习经历类、职业目标类、专业水平测试答案： D3、以下不属于网申受HR欢迎的原因是、网申规范了应聘者提交的应聘资料、网申的简历占空间小，方便保存、网申的数字化效率高，可以很便捷地进行数据分析、仅凭关键词就可以筛选出合适的候选人答案： D、完成网申正确的做法是、将自己的简历内容直接粘贴复制、根据自己写的简历内容扩充，写的越多越好、不需要提前做任何准备，仅凭自己的想法去填写即可、针对不同公司填写合适的内容答案： D、关于网申，以下做法不正确的是、把别人的丰功伟绩都套用在自己身上、英语答题，做好润色、先预览后提交，检查自己是否有错误的地方、把每一次的网申都截图保存，按时翻翻，及时追踪结果答案： A、填网申时应该注意：、填写时写明求职意向、填写时写明简历中省略的个人信息、活动经历填写时遵循三三制原则、活动经历尽量夸大答案： D、网申的应用场景不包括：、HR初步筛选、笔试、面试答案： B、STAR法则中不包括：、Situation、Task、Activity、Result答案： C9、“描述一个你发起的最创新的改变，以及你怎么完成的?”属于哪类开放式问题 ?、成就故事类、实习经历类、职业目标类、为什么选我类答案： A、下列关于回答职业目标类问题不正确的是：、职业目标与公司相关、不要太具体、写清目标职位、结合实际情况、应聘职位、发展愿景答案： C第五章测试、下列关于面试的说法错误的是、面试是用人单位挑选员工的一种重要方法、面试给用人单位和应聘者提供了进行双向交流的机会，能使用人单位和应聘者之间相互了解，从而双方都可以更准确做出聘用与否、受聘与否的决定、大部分公司至少经过两轮面试来筛选应聘者、目前的技术还无法解决远程面试的问题答案： D、下列关于面试分类的说法错误的是、面试可根据参与的人数分为分为一对一、一对多、多对一、多对一指的是无领导小组讨论、一对多也叫群面，集体面试、有的公司会在面试中增加人才测评或综合测评的环节答案： B3、以华为的面试流程为例,研发类和财务类岗位的第一个环节是、一对一面试、电话面试、上机考试或笔试、群面答案： C、关于“问之以是非，而观其志。
人才招聘平台的使用方法与人才推荐技术随着互联网的迅速发展，各行各业对人才的需求也在不断增加。
而为了更好地满足用人单位与求职者的需求，人才招聘平台应运而生。
本文将为您介绍人才招聘平台的使用方法以及一些人才推荐技术，帮助您更加高效地招聘合适的人才。
一、人才招聘平台的使用方法1. 注册账号首先，您需要注册一个账号以使用人才招聘平台。
通常，您需要提供一些基本信息，如公司名称、联系方式等。
注册完成后，您可以登录平台开始自己的招聘之旅。
2. 发布招聘信息人才招聘平台提供了一个便捷的途径来发布招聘信息。
您可以根据需求填写详尽的招聘岗位信息，包括职位名称、薪资待遇、工作地点等。
同时，您还可以详细描述所需人才的技能要求、工作经验以及学历背景等。
3. 筛选简历一旦您发布了招聘信息，求职者将有机会提交他们的简历。
人才招聘平台通常会提供一个简历管理系统，您可以使用搜索功能筛选合适的简历。
通过输入关键词，如专业技能、工作经验等，您可以快速找到最符合您需求的简历。
4. 面试及评估确定合适的候选人后，您可以通过平台的内部消息系统与他们进行沟通，预约面试。
您可以设置不同的时间段供求职者选择，以便为您节省时间和协调面试安排。
面试完成后，您可以使用平台提供的评估工具对候选人进行评分。
5. 聘用候选人当您完成面试并决定聘用某个候选人时，您可以通过人才招聘平台提供的功能向他们发送正式的录用通知。
在与候选人达成一致后，您可以与他们签订合同，并为新员工提供必要的入职培训与指导。
二、人才推荐技术人才推荐技术是人才招聘平台中的一项重要功能，它帮助用人单位更精准地匹配候选人的需求。
以下是一些常见的人才推荐技术：1. 数据挖掘与机器学习人才招聘平台利用数据挖掘技术和机器学习算法分析大量的招聘数据，提取有价值的信息。
通过对职位需求、候选人简历以及其他相关数据的分析，平台可以推荐最匹配的候选人给用人单位。
2. 自然语言处理自然语言处理技术是指计算机对人类语言进行处理与分析的技术。
英文招募范文Recruitment PlanIntroduction:Our company is currently looking to expand our team and we are seeking qualified candidates to fill various positions. In order to attract top talent, we have developed a comprehensive recruitment plan to ensure wefind the best candidates for our open roles.Recruitment Strategy:1. Job Postings: We will post our job openings on various online job boards, social media platforms, and our company website to reach a wide audience of potential candidates.2. Networking: We will leverage our professional networks and attend industry events to connect with potential candidates and generate referrals.3. Employee Referral Program: Our current employees will be incentivized to refer qualified candidates for open positions within the company.4. Recruitment Agencies: We will partner with recruitment agencies to help us identify and attract top talent in the industry.5. Campus Recruitment: We will visit universities and colleges to connect with graduating students and promote our job opportunities.Recruitment Process:1. Application Review: All applications will be reviewed by our HR team to ensure candidates meet the requirements for the position.2. Phone Screening: Qualified candidates will undergo a phone screening to assess their skills, experience, and compatibility with the company culture.3. Interviews: Shortlisted candidates will be invitedfor in-person interviews with the hiring manager and potential team members.4. Assessment: Depending on the position, candidates may be required to complete assessments or tasks to demonstrate their abilities.5. Offer: Successful candidates will receive an offer to join our team, and negotiations will be conducted to finalize the terms of employment.Benefits of Joining Our Team:1. Competitive Salary: We offer competitive salaries and benefits packages to attract top talent in the industry.2. Career Growth: Our company values professional development and offers opportunities for career growth and advancement.3. Work-Life Balance: We prioritize work-life balance and offer flexible work arrangements to support our employees.4. Company Culture: We foster a collaborative and inclusive work environment where employees are valued and supported.Closing:If you are a motivated and talented individual lookingto join a dynamic team, we encourage you to apply for our open positions. We look forward to welcoming new members toour team and working together to achieve our company's goals.招聘计划简介：我们公司目前正在寻找机会扩大团队，并正在寻找合格的候选人来填补各种职位。
互联网时代的人才招聘方式随着互联网的迅速发展和普及，人才招聘方式也在不断演变和创新。
互联网时代给企业提供了更广阔的招聘渠道和更高效的人才筛选方法，使得招聘变得更加灵活和便捷。
本文将就互联网时代的人才招聘方式进行探讨。
一、在线招聘平台的兴起互联网的快速发展带来了众多在线招聘平台的兴起，如智联招聘、前程无忧、BOSS直聘等。
通过这些平台，企业可以将招聘信息快速发布，吸引更多的求职者。
同时，求职者也可以在这些平台上浏览和搜索适合自己的职位，实现精准匹配。
在线招聘平台的出现，使得传统的招聘方式得以改变，提高了招聘的效率和准确度。
二、社交媒体的应用随着社交媒体的普及和用户数量的快速增长，更多的企业开始将社交媒体作为人才招聘的渠道之一。
通过在社交媒体平台上发布招聘信息和与求职者进行互动，企业可以更好地了解求职者的兴趣、能力和特长，从而更好地进行人才筛选。
例如，企业可以通过观察求职者在社交媒体上的言行举止，判断其是否适合企业文化和价值观。
社交媒体的应用为企业带来了更多的招聘选择和更直接的沟通方式。
三、互联网技术的运用在互联网时代，各种互联网技术也被广泛应用于人才招聘中。
例如，利用大数据分析技术，企业可以通过求职者的简历和网络行为数据，精准地筛选出符合要求的候选人。
同时，人工智能技术的发展也为人才招聘带来了新的可能。
通过使用智能聊天机器人，企业可以更快速地与求职者进行面试和交流，提高招聘的效率。
四、远程面试的普及在互联网时代，远程工作和出差频繁的现象越来越普遍，因此远程面试也成为一种常见的招聘方式。
企业可以利用视频聊天工具进行远程面试，省去求职者和企业之间的交通时间和费用，提高了招聘的效率。
同时，远程面试还可以让企业更好地观察求职者的沟通能力和英语水平等重要要素。
结语：互联网时代为人才招聘提供了更广阔的空间和更高效的工具。
企业可以通过在线招聘平台发布信息、社交媒体了解求职者、运用互联网技术筛选人才，并且可以通过远程面试方便快捷地进行初步筛选。
英文招聘广告范文6篇_英文招聘启事作为市场经济的一种现象,英文广告已成为交流思想,展示自身的各种语言特点的一种重要手段。
本文是店铺为大家整理的英文招聘广告范文，仅供参考。
英文招聘广告范文一WantedProject Management AssistantResponsibility:---Provide service for the project in Chongqing.---Provide assistance to the project manager for everyday work.---Responsible for file management, customer service for students and parentsRequirements:---College degree and above---Good English and computer skills.---Related working experience in the international organization.---Patient, careful, supportive. Has strong team work spirit.English TeacherResponsibility:---Conduct English teaching according to British education system. Requirements:---University degree and above in English major or normal English. ---Eager to learn and open-minded with creativity.---With deep understanding and respect for different cultures.(Warmly welcome the fresh graduates to apply for this position.)Marketing AssistantResponsibility:---Responsible for the local management of marketing and salesactivities according to the instruction from the head office.---Collect related information to the head office.---Requirements:---College degree and above with good English (speaking and writing). ---Develop relationship with local media and customers.Requirements:---College degree and above with good English (speaking and writing). ---With basic idea of sales and marketing, related experience ispreferred.---Working experience in the international organization is a must.---Good communication and presentation skills.AccountantResponsibility:---Accountant work for Chongqing office and project.---Perform the finance management locally according to the rules andpolicy of the company.Requirements:---College degree and above in finance area.---Good English and computer skills.---Good sense of finance management.---At least two yeas of experience as accountant in the international organization is a must. ---Self-management, hard-working, independent and able to deal withpressure.诚聘工程管理助理责任：---为重庆的工程提供服务。
招聘业务员英语作文带翻译1、Understanding of sales work1. Market analysis: formulate sales tasks objectively and scientifically according to market capacity and personal ability. Tentative annual task: Sales of 1 million yuan.2. Make a work plan in a timely manner, and formulate a monthly plan and a weekly plan. And regularly communicate with business related personnel at meetings to ensure that the principals of each discipline follow up in a timely manner.3. Pay attention to performance management, pay attention to and track the whole process of performance plan, performance execution and performance evaluation.4. Target market positioning, distinguish between major customers and ordinary customers, treat them separately, strengthen communication and cooperation with major customers, and win the largest market share in the same time.5. Constantly learn new industry knowledge and new products, bring practical information to customers and better serve customers. And get acquainted with excellent product suppliers of various grades in various industries of weak current, so as to make timely project cooperation when required by the engineering companies, and share industry contacts and projectinformation with peers to achieve win-win results.6. Make friends first and then make orders, develop good friendship with customers, think about customers everywhere, regard customers as their good friends, and achieve ideological and emotional integration.7. There should be no concealment or deception to customers. The promises made to customers should be fulfilled in time. Honesty is not only the basis of doing business, but also the basis of being a person.8. Strive to maintain a harmonious colleague relationship, treat colleagues well, and ensure the smooth implementation of various functions of each department in the project implementation.2、 Specific quantitative tasks of sales work1. Prepare monthly work plan, weekly work plan and daily workload. Make at least 30 calls every day and visit at least 20 customers every week to promote potential customers to change from quantity to quality. In the morning, call back and make an appointment with customers. In the afternoon, you can arrange to visit customers. Considering the wide area, large population and traffic congestion, it is best to choose the same or close location for customers when making an appointment.2. Before meeting the customer, you should know more about the main business and potential needs of the customer. It is best to first solve the personal interests of the strategist, prepare some topics of interest to the other party, and provide targeted solutions for the customer.3. Collect more project information from the bidding network or other channels for the bidding reference of the engineering contractor, and provide suggestions for the engineering contractor to coordinate the technical and commercial project operation of the engineering contractor.4. Make daily work records in case of forgetting important matters and mark important outstanding matters.5. Fill in the project tracking form, follow up according to the project progress: preliminary design, bidding, detailed design, implementation of goods preparation, acceptance, etc., and complete the work of each stage.一、对销售工作的认识1.市场分析，根据市场容量和个人能力，客观、科学的制定出销售任务。
中文3170字本科毕业论文（设计）外文翻译外文题目Recruitment and selection - R&D using the Internet 外文出处Journal of Managerial Psychology，2000（7）：P163-167 外文作者 Maggie McCourt-Mooney原文：Recruitment and Selection R&D using the InternetMaggie McCourt-MooneyHaving identified in the first of this series of three articles several recurring themes in recruitment and selection (see V ol. 15 No. 3 of this journal) I embarked upon a more specific search. As well as using search engines, I made use of Proquest, an information service provided on the Web by Bell and Howell and available by subscription or through academic libraries.Three of the themes previously identified - the changing work environment, developments in testing and assessment and the use of technology - formed the basis of the searches and provided useful links amongst a plethora of sites of tangential interest only.On-line recruiting：Otherwise known as e-recruiting and cyber recruiting. The development of recruitment on-line, and via company Web sites in particular, was my starting point. In order to establish the range of current practices, I searched a variety of Web sites representative of global organizations. This was supplemented by a search for relevant and up-to-date references in journal articles or available and/or accessible through the Internet.The Internet and recruitment advertising：Judging by the wealth of Web site addresses now found in newspapers, journals and in job advertisements, some substantial part of the recruitment budget is being devoted specifically to on-line recruitment. Whether this is to market the organization or to be a showcase to attract potential job seekers is not clear. My search of several Web sites revealed a wide variety of approaches to the use of on-line recruiting. An equally interesting observation was the relationship between the culture of an organization and its on-line recruitment practices.Traditional recruitment practices：Several sites, however, appeared either to merely state that applicants could apply for jobs on-line and/or should send résumés or complete a form. These sites may attract some applicants, but if they have alreadyvisited sites like those reviewed earlier in this article, they may well be discouraged by the very traditional approach. There appears to be little imaginative use of the technology. However, the particular company's culture and/or the nature of its business may go some way to explaining this.HSBC in the banking sector at /hsbcuk/ was notably uninteresting, closely followed by Roche at /roche/about/job.htm which simply gave general descriptions of jobs in the Company and stated that applicants should "send application with usual documents via conventional mail". A more traditional approach is hard to imagine.AT&T from the telecommunications sector at /hr/ was at first intriguing with its "City of opportunities". However on trying to find out what these opportunities were, the phrase "Occupational represented positions" appeared and from then onwards very little made much sense.I was left with the impression that if a company was innovative or young and dynamic, or had a very mature and leading edge recruitment process in traditional terms, it would be likely to embrace the use of the Internet warmly and to good effect. It seemed valid to check this out with other sources of reference on the Internet and to establish whether research reports are as yet demonstrating how and why companies are changing their recruitment practices to use the Internet.Developments in testing and assessment：Turning now to my next theme of developments in testing and assessment, the primary tool I used for this particular search was Proquest. I wanted to go beyond the "shop front" approach of many Web sites and find relevant research rather than simply product information.Initially, I decided to narrow my search to one aspect of testing and assessment pre-employment screening. This search provided several interesting and informative journal articles on the subject ranging from an historical perspective to guidance on legislative implications and current products available in the market place.As a starting point, a very thorough and up-to-date consideration of pre-employment screening was found in American Business Review by Philbrick et al. (1999).Interestingly the starting point of this article was the increasingly litigioussociety and the cost of hiring particularly when there are labor shortages. The authors quote the tendency to "hire in a hurry" and reiterate the problem of worsening shortages that organizations are likely to face when Baby-Boomers retire.From a US legislative standpoint the authors place emphasis on ensuring that any recruitment procedures are related to employee success on the job and "do not have a disparate impact on any protected class" They equally emphasis the onus on the employer to demonstrate if required that any pre-employment screening method is reliable and valid.Philbrick et al. (1999) review a range of approaches to screening making the initial distinction between "screening in", which is "an attempt to get the best employees" and "screening out", or "an attempt to exclude those applicants believed to have potential problems". Philbrick et al. do not recommend use of the polygraph and unstructured interviews but provided they are in no way discriminatory, the authors do advocate the use of:•carefully designed application forms;•background checks;•competency based screening;•structured interviews; and•drug testing.Some practices which Philbrick et al. suggest may have some use in certain circumstances include:•personality testing to help avoid job mismatching;•integrity testing; and•hand-writing analysis - with the following proviso.The other significant issue raised by Philbrick et al. is the importance of being aware of potential employees' negative reactions to some of the approaches to screening or to particular screening tools. Equally important is the need for the employer to manage this response in a reasonable way.So the legislative context, the diversity of the workforce and potential labor shortages are combined to provide a minefield through which employers need to walkvery carefully. Let us now consider some of the new approaches to pre-employment screening that can be timesaving and good value for employers and appear to be fair to potential employees.Pre-employment screening tools：At the simplest level, the development of 24-hour telephone pre-screening as reported, in HR Magazine seems to have provided potential candidates with more flexible arrangements. "HR Easy Inc analyse10,000 calls received during one 24 hour period to its clients using its custom-made programs that screen applicants via a touch-tone phone. Sixty nine per cent were place outside traditional business hours" (Rubis, 1998).Another example of this approach is provided by Stores New York (see Schulz, 1998) and illustrates how small retailers are able to identify likely applicants through two tiers of questioning in an automated program. In this example, the retailers, Hot Topic and Stew Leonard, advertised the vacancy and gave details of a toll free telephone number. When an applicant completed the session successfully, an interview with a live human being was scheduled automatically. This leads me to wonder how the employer copes with a potential large number of successful applicants? And are the questions really designed to test people's stamina and endurance as well as their suitability for the job?Russell (1999) gives further evidence of the likely popularity of such automated methods. He asserts that nowadays the latest business tools are economical in terms of time and money, taking often no longer than 15 minutes and often being able to be processed in-house. Russell suggests this applies to programs to screen out marginal performers early typically after a brief interview but he does not quote specific programs. However he does provide a link to the Workforce Stability Institute at which provides a more considered approach and caution on how to use any tests:•In choosing to use tests, consult with people who are both experienced and knowledgeable in the overall design of selection systems rather than a specific product or methodology.•Ensure the tests are reliable and valid measures are related as closely to the job as possible.•Check for adverse impact.Research findings：When I first started researching on-line recruitment in 1998, I found more predictions about what was likely to happen in general terms or an indication of trends that were beginning to emerge. Now in 2000 some research findings are being reported from a variety of sources. In June 2000, HR Focus magazine reported on the Web Recruiting Study 2000, undertaken by the Institute of Management and Administration (see "Why your Web site is more important than ever to new hires", HR Focus, June, 2000). An executive summary of this report also appears at . According to the survey, more than 90 per cent of job applicants check out a company's Web site before taking the job and yet more spend an average of four hours on a corporate Web site doing a job search.Changing demands on the HR function：This increased interest in, and use of, the Internet by job seekers does however bring its own problems. The August 1999 edition of Workforce (see / for subscription details) quotes several examples of companies that have responded in differing ways to this development. The examples range from Irvine, Mazda North American Operation, which decided to devote 25 per cent of its recruitment budget to an Internet recruitment service to Princess Cruises, which "does not want to share their employment practices with competitors".A me r ic a n E xpr e s s a t /sif/cda/page/0,1641,1461.asp considers the need to have a variety of recruitment strategies of which on-line recruiting is just one. The interesting point is that this appears to have tripled the number of résumés received and has, at the same time, increased the quality of applicants. What the company has also done is acknowledge that employees need to be encouraged to use the Internet themselves to recruit and appoint new employees and thus rewards are given for those who make an offer via the Internet.Speed of response and increased numbers of applicants：What this Workforce article highlighted was the need for organizations to manage the shortened recruitment cycle that on-line recruiting brings. Some companies manage theincreased speed of response and the increased numbers by improving internal capabilities in terms of software, technology and dedicated resources, such as American Express. Lockheed Martin Technology Services Group has done something slightly different at /careers/Careers.asp. Not only has it appointed an in-house interactive recruitment specialist, it has also developed a Company Web page for personnel involved in recruiting which links them into further pages and sites related to job fairs and other recruitment interests.Outsourcing the management of the on-line recruitment process is also a common practice, and the advice from all sources seems to be: "Do so if you are not in the area of IT developments and if you do so, look for more than a résumédatabase". The large number of potential applicants will need to be screened, an issue raised by myself in the previous article in this series. Apparently it is slightly more complicated than just finding the appropriate software or screening against criteria.On-line recruitment：a different process? In Part I of this series of articles, I argued that the process of recruitment and selection has not changed essentially and that Internet technology will require organizations mainly to improve these processes or manage other influences. The results of my research for this article reinforce this view but also highlight some important influences to be taken into account: the speed factor, the increased use of outsourcing, the training and development needs of both HR specialists and employees to equip them to work in an on-line recruiting environment and the concept of the "candidate as customer". The attractiveness of a company Web site and its appeal to both active and passive job seekers will be of paramount importance in the future, particularly for the next generation for which technology is the norm.（节选）译文：招聘与筛选,研发使用互联网玛吉麦科特，穆尼在这系列的三篇文章中，第一篇已经确定了招聘和筛选中反复出现的主题（见卷15，该刊第3号），接着，我向一个更具体的搜索目标进发。
