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(212) CURRENT INTERVIEWING TECHNIQUES AND IMPLICATIONS FOR THE MILLENNIAL GENERATION

机译：（212）当前的面试技术和千禧一代的影响

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The recruiting process is at the heart of a building a sound workforce. Through the recruiting process, organizations can ensure the appropriate alignment from an individual job fit to a cultural or organizational fit perspective (Chatman, 1991; Edwards, 1991; Kristoff, 1996; Tepeci & Bartlett, 2002). A large part of recruiting is typically the interviewing phase of the recruiting process. The initial impression an individual has of the organization is typically based on the experience during this phase. It is understood that the recruiting process is a two-way street for the individual and the organization. The individual gets a glimpse of the innerworkings of the organization during the interview. Simultaneously, the organization is gaining a feel for whether or not the individual will be a good fit for a job vacancy. Recent experiences by job seekers currently in the market have led to a concern about sound human relations principles and the not-so-positive perceptions of the organizations that are being left with job seekers. Organizations need to take heed regarding these interactions with job seekers to ensure that they are not alienating potential employees based on the experience with the recruiting infrastructure.
机译：招聘过程是建立一个声音劳动力的核心。通过招聘流程，组织可以确保从个人工作适应文化或组织适合视角的适当对齐（Chatman，1991; Edwards，1991; Kristoff，1996; Tepeci＆Bartlett，2002）。大部分招聘通常是招聘过程的面试阶段。初始印象是个体本组织的拥有通常基于该阶段的经验。据了解，招聘过程是个人和组织的双向街道。在面试期间，个人获得了组织的内部工业。同时，该组织正在获得对职业空缺的良好契合的感觉。目前市场上的求职者最近的经验导致对求职者留下的组织的健康人际关系原则以及对求职者留下的不那么积极的看法。组织需要考虑与求职者的这些互动，以确保他们根据招聘基础设施的经验，他们并不是疏远潜在的雇员。

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