本文主要讲的是面试的合理花费，平均而言，企业在合理安排面试上的花费约为5433欧元。这些是后勤费用。雇佣临时工替换之前将从3618欧元和管理时间面试成本约767欧元,可以使用一个招聘机构可以花费一些额外的基于代理的形式,多年的经验,他们所使用的工具和技术的招聘等等。该提案的一个关键差异化方面是在招聘过程中使用品牌。其次，面试的目的不仅是衡量应聘者的技术知识，也要看应聘者是否适合苏威，是否能融入公司的工作文化。本篇作业代写文章由澳洲论文通AssignmentPass辅导网整理，供大家参考阅读。
On an average, it is assumed that businesses would spend around 5,433 Euros on logical structuring of the interview. These are logistical costs. Hiring of temporary worker before the replacement will be anywhere from 3,618 Euros and management time for interview could cost around 767 Euros and using a recruitment agency can cost some extras based on the form of agency, their years of experience, the form of tools and technologies they use of recruitment etc. One of the key differentiation aspects of the proposal is the use of branding during recruitment. Secondly, the purpose of the interview is not only to measure the technical knowledge of the applicant, but also to find if the applicant is a right fit for Solvay and if they will fit into the work culture of the company.
It is to measure the behavioural and competency of the particular applicants. This is done to measure the predicative validity. Hence the questions that are posed to the candidates must be a mix of the skills, attributes and behaviour. The behaviour of the candidates would indicate how they would respond in the particular situation. The interviewers cannot make a judgment about the person within the stipulated time. They can make guesses and predict the applicant behaviour based on certain tenets of body language. There must be careful observations as to how the participants would behave in a particular situation.
However, these simple tactics can increase the probability of finding the appropriate people for the job. It must be contended that in spite of the best efforts of the interviewer, they can only make guesses about the person. There can be gauging of the technical knowledge, however, it is quite difficult to measure about a person based on these comparisons. This again makes recruitment an intelligent process, and hence can be differentiated from the normal ones. The key objective of recruitment was to ensure that five people are hired who would be able to work in shifts and travel frequently to the United Kingdom for training purposes. Now the candidate selected would at the minimum have chemical and mechanical factory work experience.
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