HR三级英语阅读理解 11
六、
Recruiting is important, because the more applicants you have the more selective you can be in your hiring. If only two candidates apply for two openings, you may have little choice but to hire them. But if 10 or 20 applicants appear, then you can employ techniques like interviews and tests to screen out all but the best.
Some employers use a recruiting yield pyramid to calculate the number of applicants they must generate to hire the required number of new employees. In figure 1, the company knows 50 new entry-level accountants must be hired next year. From experience, the firm also knows that the ratio of offers made to actual new hires is 2 to 1; about half the people to whom offers are made accept. Similarly, the firm knows that the ratio of candidates interviewed to offers made is 3 to 2, while the ratio of candidates invited for interviews to candidates actually interviewed has been 4 to 3. Finally, the firm knows that the ratio of new leads generated to candidates actually invited has been 6 to 1; in other words, of six leads that come in from the firm’s advertising college recruiting, and other recruiting efforts, one applicant in six typically is invited to come for an interview. Given these ratios, the firm knows it must generate 1200 leads to be able to invite 200 viable candidates to its offices for interviews. The firm will then get to interview about 150 of those invited, and from these it will make 100 offers. Of those 100 offers, half (or 50 new CPAs) will be hired.
Figure 1
Recruiting Yield Pyramid New hirers 50 Offers made (2:1) 100 Candidates interviewed (3:2) 150 Candidates invited (4:3) 200
Leads generated (6:1) 1200
The quality of a firm’s recruiting process had a big impact on what candidates thought of the firm. For example, when asked after the initial job interview why they thought a particular company might be a good fit, all 41 mentioned the nature of the job; however, 12 also mentioned the impression made by the recruiters themselves and 9 said the comments of friends and acquaintances affected their impressions. Unfortunately, the reverse was also true. When asked why they judged some firms as bad fits, 39 mentioned the nature of the job, but 23 said they’d been turned off by recruiters. For example, some were dressed sloppily; others were “barely literate”; some were rude; and some made offensively sexist comments.
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HR三级英语阅读理解 12
1. A recruiting yield pyramid might include the following except . A. Offers made B. Candidates rewarded C. Candidates interviewed D. Leads generated
2. According to the recruiting yield pyramid, if the ratio of new leads generated to candidates actually invited is 5 to 1, the ratio of candidates invited for interviews to candidates actually interviewed is 2 to 1, and the firm want to interview about 100 of those invited, then the firm must generate leads. A. 200 B. 500 C. 1000 D. 1200
3. According to the recruiting yield pyramid, if the ratio of offers made to actual new hires is 3 to 2, the ratio of candidates interviewed to offers made is 5 to 3, and the firm had interviewed 500, then it can hire . A. 50 B. 100 C. 150 D. 200
4. From the passage, we can infer that . A. If only two candidates apply for two openings, you can employ techniques like interviews and tests. B. The quality of a firm’s recruiting process can influence what candidates thought of the firm. C. The more applicants you have, the worse your recruitment might become.
D. A recruiting yield pyramid can’t be used to calculate the number of applicants they must generate to hire the required number of new employees.
5. The best title for this passage might be .
A. introduction of recruiting B. recruiting yield pyramid C. the quality of recruiting process D. significance of recruiting
Answer:1.B 2.C 3.D 4.B 5.A 12
HR三级英语阅读理解 13
七．
There are there basic types of employment agencies: (1) those 有职业介绍机构的基本类型：（1）由联邦，operated by federal, state, or local government; (2) those
州或地方政府的运作，；（2）与非营利组织
associated with nonprofit organizations; and (3) privately
相关；和（3）私营机构。 owned agencies.
Public state employment service agencies exist in every state. They are aided and coordinated by the U.S. Department
在每一个国家都存在公共就业服务机构。他们
也保持了一个全of Labor, which also maintains a nationwide computerized job 是辅助和由美国劳工部协调，
bank to which all state employment offices are connected. 国性的计算机工作的银行所有国家就业办公Using the computer-listed job information, an agency 室连接。利用计算机上市工作信息，一个机构
interviewer is better able to counsel job applicants concerning
能够更好的求职者面试官对他们当地和其他
available jobs in their local and other geographical areas.
Although public agencies are a major source of 地区的可用工作顾问。 blue-collar and white-collar workers, the experience of some employers with these agencies has been mixed. Applicants for
虽然公共机构的蓝领和白领工人的主要来源，
失业保险unemployment insurance are required to register with these 一些雇主的经验与这些机构已混合。他们必须亲自agencies. They must make themselves available for job 的申请者需要与这些机构登记。
interview to collect their unemployment payments. A fraction 面试领取失业金的。这些人的分数不回来工作
of these people are not interested in getting back to work, so
感兴趣，所以雇主可以结束了他们获得就业者
employers can end up with applicants who have little or no
很少或根本没有真正的欲望。 real desire to obtain immediate employment.
Other employment agencies are associated with nonprofit organizations. For example, most professional and technical societies have units that help their members find
其他就业部门与非营利组织相关的。例如，最专业的和技术的社会单位，帮助他们找到工
同样，许多公共福利机构将人的特殊类别，jobs. Similarly, many public welfare agencies try to place 作。
people who are in special categories, such as those who are 如那些身体残疾或是战争的老兵。
physically disabled or are war veterans.
Private employment agencies are important sources of 私人就业机构人员，白领的重要来源，和管理clerical, white-collar, and managerial personnel. Such 人员。这样的机构的费用为每个申请人他们的agencies charge fees for each applicant they place. These fees
地方。这些费用通常由国家法律和张贴在自己
are usually set by state law and are posted in their offices.
的办公室。无论是雇主或候选人支付费用主要
Whether the employer or the candidate pays the fee is mostly
determined by market conditions. However, the trend has been 是由市场情况决定。然而，趋势是“收费工作”toward ―fee-paid jobs‖ in which the employer pays the fees, 中，雇主支付费用，假设是最合格的候选人目The assumption is that the most qualified candidates are
前不会那么乐意工作如果需要自己付费的。许
presently employed and would not be as willing to switch jobs
if they had to pay the fees themselves. Many private agencies 多私人机构现在提供临时帮助服务和提供秘now offer temporary help service and provide secretarial, 书，文员，或半熟练的劳动力在短期的基础上。clerical, or semiskilled labor on a short-term basis. These
这些机构可以帮助你应付峰值载荷和休闲度
agencies can be useful in helping you cope with peak loads
假的员工填写。 and fill in for vacationing employees.
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HR三级英语阅读理解 14
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HR三级英语阅读理解 15
八．Contingent Workers and Temporary Help Agencies
Many employers today are supplementing their permanent employee base by hiring contingent workers. Also defined as temporary workers, part-time workers, and just-in –time
许多今天的雇主都雇佣的工人队伍补充他们的永久的员工。也被称为临时工，兼职人员，就–时间
employees, the contingent work force is big and growing 的员工队伍，工作力大、成长和被广泛地定义为and is broadly defined as workers who don‘t have 工人谁没有永久性的工作。 permanent jobs.
Just how big is the contingent work force? One 队伍的工作力究竟有多大？回答这个问题的一个（那些每周不超way to answer that is to note that in 1993, part-time 方法是注意到在1993，兼职工人
workers (those employed for less than 35 hours per week) 过35小时）的编号为21000000，约占美国劳动
numbered 21 million, or about 17% of the U.S. labor force.
力的17%。切片数据的另一种方式，1993有
Slicing the numbers another way, in 1993 there were 1.7
million people working in the temporary help industry (for 1700000人在临时帮助行业工作（如人力，临时temporary help firms like Manpower, Inc. and Kelly 帮助企业公司Kelly Services），从732000到Services), up from 732,000 in 1985. Temporary jobs
1985。临时工作占20%的所有新的工作在美国的
represented 20% of all the new jobs created in the United
1991和1993之间建立。 States between 1991 and 1993.
Contingent staffing owes its growing popularity 然的工作人员将越来越受欢迎的几个因素。从历
to several factors. Historically, employers have always
史上看，雇主总是使用“临时工”填写为永久雇员
used ―temps‖ to fill in for the days or weeks that
permanent employees were out sick or on vacation. 生病或休假几天或几周内。然而，越来越多的，Increasingly, however, a desire for ever-higher productivity 为更高的生产力的欲望可能解释了它的普及。在probably explains its growing popularity. In general, as one
一般情况下，作为一位专家说，“生产力是每小时
expert puts it, ―productivity is measured in terms of output
如果雇员的薪水只有当他per hour paid for‖ … and ―if employees are paid only 支付”……输出的测量，
when they‘re working, as contingent workers are, overall 们的工作，职工队伍，提高整体生产力。”雇主还productivity in creases.‖ Employers also find that by 发现利用临时帮助机构，他们可以节省时间和个
tapping temporary help agencies, they can save the time
人招聘和培训新员工的费用，以及参与人员文件
and expense of personally recruiting and training new
workers, as well as the expenses involved in personnel 的费用（如档案工资税和维护没有记录）。作为documentation (such as filing payroll taxes and 一个结果，或有工作力不再局限于神职人员或维maintaining absence records). As a result, the contingent
修人员：在最近一年，几乎100000人找到了临
work force is no longer limited to clerical or maintenance
staff: in one recent year almost 100,000 people found 时工作在工程，科学，或管理支持的职业，例如。temporary work in engineering, science, or management 事实上，越来越多的公司使用临时工，如工程师support occupations, for instance. In fact, growing numbers of firms use temporary workers such as engineers and other professionals to carry out engineering projects, serve as short-term chief financial officers, for instance.
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和其他专业人士进行的工程项目，以满足不断变化的员工医院病人的负载，并作为短期的首席财
to staff hospitals to meet fluctuating patient loads, and to 务官，例如。
