雅思阅读之职场防灾术

　　下面和谐英语网雅思频道为大家整理了雅思阅读之职场防灾术，供考生们参考，以下是详细内容。

　　How to Prevent Hiring Disasters A carefully crafted approach candramatically improve your chances of hiring without regrets or turmoil

　　By Amy Gallo

　　Posted on Harvard Business Review: May 27, 2010 11:49 AM

　　Hiring someone can be a time-consuming and nerve-wracking task. In an idealsituation, you find the perfect person for the position—someone who hits theground running, increases your unit's performance, and eases your workload. Inthe worst-case scenario, your seemingly perfect hire turns out to be far from itand you spend months dealing with the aftermath, including finding areplacement. Either way, it can feel like a referendum on your judgment. So howcan you be sure your experience is more like the former than the latter? If yououtline and adhere to a disciplined process, you can greatly improve yourchances.

　　What the Experts Say

　　Claudio Fernández-Aráoz, a senior adviser at Egon Zehnder International andthe author of Great People Decisions and "The Definitive Guide to Recruiting inGood Times and Bad," argues that hiring decisions are pressure-filled for areason. "It is crucial to get hiring right not only for the hiring entity, butalso, and very importantly, for the person being hired," he says. A new hireisn't to blame for a bad hiring decision, but will shoulder much of the burdenwhen a role doesn't fit.

　　A carefully crafted hiring process can help avoid most mishaps. Adele Lynn,founder and owner of The Adele Lynn Leadership Group and author of The EQInterview, urges that companies regard hiring as more of a science than an art,or worse a leap of faith.

　　Prevention is the best medicine

　　You can greatly reduce your chances of getting hiring decisions wrong byfollowing a clear and consistent approach that includes knowing the traitsvalued across the organization (such as humility or an entrepreneurial spirit);conducting fair, structured interviews that include multiple people from theorganization; and agreeing on a standard ranking system to evaluatecandidates.

　　Getting the right person for the job requires time and discipline. Becareful of the time trap, warns Lynn. "Often, companies are desperate to fill aposition, so the interview process includes some generic questions and someinformation about the position," she says. Needing to fill the role yesterday isnot an excuse for shortchanging the process.