写AI130 提纲＋正文，请NN指导

Date: 2007-7-5

Time: 17:44

Issue No.130

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First and formost, Admittedly, objective information such as resume ,education certificate and recommendation letter is very important for judging a potential employee.This kind of information can provide a soild ground to testify an applicant’s qualification. For example, when a consultant firm wants to find an excellent accountant, a CMA (Certified Management Accountant) certificantion of an applicant could ensure that he or she worths this seat. On the other hand, objective information could help employers to do initial filtration of candidates. For example, Consider a situation that there are too many applicants who compete for a few positions in a firm, objective information could provide a comparision standard by which HR department could accelerate the process of filtration of applicants.

Secondly, However emplyers can not talk to resume and education certificate and thus can not know in-depth informaiton about how an applicant behaved in study or in previous work, what he or she values, or what really motivates him or her. As we know, motivation and vaule are impotant to predict a potential of certain candidate. For instance,In our company, A man who graduated from the Stanford Business School worked for a few months and then chose to leave because he felt that he can not accumtom to our company culture. Additionally, On the point of view of employer, Personal interview could help employers to do a comprehensive examination of an applicant’s personal characters such as optimistic, positive,and team spirit which are needed In today capricious world.

The last but not least, You might object that a personal interview is too short of period of time to provide comprehensivly reflect entire qualities of an applicants. I agree, just as author of this statement said that personal interviews are much too subjective and are therefore not a valid basis on which to judge a person’s qualifications for a job. However, we can not forgo interview method only because interviewer are potential subjective. In principle, we have to take this possiblity into account. In reality, we can not ignore that human resourece theorists has developed many scientific interview methods which eliminate the possibility of subjectiveness in the interview. Moreover, many concrete cases has illustrated that scientific interviews are good assessment tools with high validity.

To sum up, I am partially agree the author’s assertion that employers should rely primarily on objective inforrmation rather than on subjective information. To ensure good result, business employers should instead take a balanced approach. By a balanced approach I mean paying attention to both the objective information and personal interviews to select candidates.

像 这个文章能拿4.5不：）

PLEASE use WORD to check the spelling and grammer.

真想找个地缝钻进去，不是细心的问题了，是态度了问题了，我明白差在哪里了，谢谢，真的谢谢RIO版主

按照rio版主的批示，又认真改正了apparent 的语法和拼写错误，感觉AWA真的要动笔写啊，否则SC多好，都可能犯很多低级的错误，唉，惭愧。

Business employers are always talking about the issue of how to judge the qualifications of a potential employee. The author of this statement recommends that employers should rely primarily on objective inforrmation rather than on subjective information. As far as I am concerned, I partially agree this assertion. Eithor objective or subjective information has advantages and disadvantages in judging a potential applicant. A combination of two type information might help employers to better assess a applicant.

First and foremost, Admittedly, objective information such as resume,education certificate and recommendation letter is very important in judging a potential employee.This kind of information can provide a soild ground to check an applicant’s qualification. For example, when a consultant firm wants to find an excellent accountant, a CMA (Certified Management Accountant) certificantion of an applicant could ensure that he or she worths this seat. On the other hand, objective information could help employers to do primary election of candidates. For example, Consider a situation that there are too many applicants who compete for a few positions in a firm, objective information could provide a comparision standard by which HR department could accelerate the process of primary election of applicants.

Secondly, However emplyers can not talk to resume and education certificate and thus can not know in-depth informaiton about how applicants behaved in study or in previous work, what they values, or what really motivates them. As we know, motivations and vaules are important to assess a potential of certain candidate. For instance,In our company, A man who graduated from the Stanford Business School worked for a few months and then chose to leave because he felt that he can not become accumtomed to our company culture. Additionally, From the point of view of employers, Personal interview could help employers to do a comprehensive examination of an applicant’s personal characters such as optimistic mind, positive atitude,and team spirit which are needed In today’s capricious world.

The last but not least, some people might object that a personal interview is too short of period of time to comprehensivly reflect entire qualities of an applicants. I agree, just as author of this statement said, personal interviews are much too subjective and are therefore not a valid basis on which to judge a person’s qualifications for a job. However, we can not forgo interview method only because interviewers are potentially subjective. In principle, Personal interview methods have many demerits. In reality, we can not ignore that human resourece theorists have developed many scientific interview methods which eliminate the possibility of subjectiveness in the interview. Moreover, many concrete cases have illustrated that scientific interviews are good assessment tools with high validity.

To sum up, I partially agree the author’s assertion that employers should rely primarily on objective inforrmation rather than on subjective information. To ensure a good result, business employers should instead take a balanced approach. By a balanced approach I mean paying attention to both the objective information and personal interviews to select candidates.