網(wǎng)絡(luò)環(huán)境下大學(xué)生就業(yè)問題探析

湖北大學(xué)本科畢業(yè)論文（設(shè)計(jì)）外文翻譯：網(wǎng)絡(luò)招聘發(fā)展概述原文來源：Friedman,M.S.(2003).Studyofnetworkjobadvertisementthedevelopment.EmployeeBenefitsJournal,79,(2);102~105譯文正文：隨著互聯(lián)網(wǎng)的發(fā)展和普及，網(wǎng)絡(luò)深入到社會生活的各個領(lǐng)域，成為主流傳播媒介，同時，互聯(lián)網(wǎng)的發(fā)展極大地改變了傳統(tǒng)的應(yīng)聘和求職方式。據(jù)調(diào)查，通過分析世界五百強(qiáng)企業(yè)的年度工作報告可以發(fā)現(xiàn)，這些公司中使用網(wǎng)絡(luò)招聘率高達(dá)百分之六十，在專業(yè)求職網(wǎng)站投遞簡歷的求職者數(shù)目高達(dá)一千萬（卡佩利，2001）；在同一時間，在同一時間，越來越多的求職者，特別是大學(xué)畢業(yè)生，加入網(wǎng)絡(luò)的應(yīng)用工作團(tuán)隊(duì)，，截至2012年，美國境內(nèi)的招聘網(wǎng)站已經(jīng)發(fā)展到數(shù)百家，網(wǎng)絡(luò)招聘與網(wǎng)絡(luò)求職成為一種時尚。一、網(wǎng)絡(luò)招聘的概念網(wǎng)絡(luò)招聘（InternetRecruiting）也被稱為“網(wǎng)上人才招聘”（OnlineRecruitment）或者“電腦招聘”(Cybercruiting),現(xiàn)有研究理論中最早提到網(wǎng)絡(luò)招聘一詞是在1992年（金特內(nèi)·卡斯比，1992；），隨后，學(xué)界開始了對于網(wǎng)絡(luò)招聘一詞的廣泛探討，其中，對于網(wǎng)絡(luò)的招聘的定義的分析與探討主要集中在宏觀和微觀兩個層面的應(yīng)用。從宏觀角度來看，學(xué)者認(rèn)為招聘網(wǎng)絡(luò)是一種全新的工作方式，認(rèn)為網(wǎng)絡(luò)招聘主要是由通信和交互手段與人力資源信息網(wǎng)絡(luò)系統(tǒng)相結(jié)合，它與內(nèi)部招聘和大型的招聘會相對比，成為一個全新的模式，同時，網(wǎng)絡(luò)招聘提供一種新的信息傳播渠道，通過這個渠道，雇主就可以直接發(fā)布崗位需求信息，（亨德森；鄧肯，2004）；通過一系列信息交互與溝通，換句話說，網(wǎng)絡(luò)招聘主要是依靠網(wǎng)絡(luò)發(fā)布的一系列工作的信息吸引求職者申請一份工作（維格，2006）的全新招聘方式。從微觀來看，有學(xué)者認(rèn)為，網(wǎng)絡(luò)招聘是指通過發(fā)布網(wǎng)絡(luò)招聘信息的人力資源管理部門，收集信息，開展了一系列的活動，包括簡歷篩選等的總和。換句話說，通過網(wǎng)絡(luò)招聘信息的人力資源部門，然后通過郵件或恢復(fù)數(shù)據(jù)庫收集簡歷，簡歷篩選，簡歷篩選后，然后確定相關(guān)人選的確定，具體步驟包括信息發(fā)布，招聘簡歷收集，網(wǎng)絡(luò)訪談和在線評價等。二、網(wǎng)絡(luò)招聘的優(yōu)缺點(diǎn)通過諸多學(xué)者對于網(wǎng)絡(luò)招聘的實(shí)證研究與調(diào)查分析，我們可以發(fā)現(xiàn)，網(wǎng)絡(luò)招聘的優(yōu)缺點(diǎn)主要有以下幾個方面：網(wǎng)絡(luò)招聘優(yōu)點(diǎn)主要體現(xiàn)在以下幾個方面：（1）從范圍角度，網(wǎng)絡(luò)可以擴(kuò)大受眾范圍；（2）招聘可以節(jié)省時間；（3）從提高求職者的質(zhì)量來看，網(wǎng)絡(luò)招聘可以提高求職者的競爭了，讓求職者更適合競爭性需求；（4）從效率的角度來看，招聘是更方便，可以提高招聘效率；（5）從實(shí)踐的招聘成本的角度分析，學(xué)者們普遍認(rèn)為，網(wǎng)絡(luò)招聘的成本可以節(jié)?。ǜ窳旨拥?，1995；伯勒，2000；格拉克里，2002；）網(wǎng)絡(luò)招聘的問題主要體現(xiàn)在以下幾個方面：（1）收集簡歷太多，質(zhì)量參差不齊，導(dǎo)致簡歷篩選工作費(fèi)時費(fèi)力;（2）信息保真度相對較低；（3）信息的保密性較低；（4）對于招聘人員的素質(zhì)提出了更高的要求；（5）網(wǎng)絡(luò)的普及率不高問題或申請人的自己的條件限制導(dǎo)致符合條件的求職者數(shù)量是有限的；（6）網(wǎng)絡(luò)招聘內(nèi)容比較單一（7）現(xiàn)有管理體系不完善（8）有效的管理體系和管理機(jī)制的缺乏（格拉克里，2002；）三、網(wǎng)絡(luò)招聘的發(fā)展現(xiàn)狀（一）網(wǎng)絡(luò)招聘——常用的一種招聘方式馬基（2000）通過對五百家大型公司招聘網(wǎng)站的調(diào)查發(fā)現(xiàn)，在線招聘公司使用的占半數(shù)以上，達(dá)到70%。哈斯（2001）通過20家公司的調(diào)查報告發(fā)現(xiàn)，13（72%）的公司與有固定的招聘網(wǎng)頁，同時有12家公司余大型專業(yè)招聘企業(yè)保持長期合作關(guān)系，這表明這些公司的網(wǎng)絡(luò)使用情況已經(jīng)進(jìn)入成熟化階段；5（28%）的公司選擇通過在線廣告進(jìn)行招聘，其中4家是在他人的網(wǎng)站上發(fā)布，15（83%）的公司有關(guān)于網(wǎng)絡(luò)招聘發(fā)展的詳細(xì)計(jì)劃。除了企業(yè)利用網(wǎng)絡(luò)招聘，鑒于工作類型的變化，美國政府已經(jīng)開始采用網(wǎng)絡(luò)招聘雇員。網(wǎng)絡(luò)招聘已成為主要的方式，美國政府發(fā)布招聘信息（李，2002）。美國經(jīng)濟(jì)研究中心調(diào)查報告《網(wǎng)絡(luò)的發(fā)展與網(wǎng)絡(luò)招聘的發(fā)展》一文中說：從2000年開始，美國在越來越多的企業(yè)開始利用網(wǎng)絡(luò)招聘，馬基（2006）發(fā)現(xiàn)，在2005年采用世界網(wǎng)絡(luò)招聘的總?cè)藬?shù)五百強(qiáng)企業(yè)在世界五百強(qiáng)企業(yè)總數(shù)在90％以上，超過一半的高科技企業(yè)選擇使用網(wǎng)絡(luò)招聘招聘人才。因此，網(wǎng)絡(luò)招聘已經(jīng)成為大型組織常用的招聘方法。（二）公司的規(guī)模影響網(wǎng)絡(luò)招聘的使用Hausdorf&；通過研究組織規(guī)模對于組織使用網(wǎng)絡(luò)招聘情況的差異，鄧肯（2004）在網(wǎng)絡(luò)的使用和結(jié)果不同的報告中表明：許多大公司和許多網(wǎng)絡(luò)招聘網(wǎng)站保持著長期的合作，而中小企業(yè)很少和專業(yè)的招聘網(wǎng)站和獵頭公司保持合作關(guān)系；許多大公司都利用兩種以上的大型招聘網(wǎng)站，和大公司形成鮮明對比的是，小公司和中型公司很少或者根本不適用專業(yè)的招聘網(wǎng)站，也極少與較大的專業(yè)招聘公司保持合作關(guān)系。四、網(wǎng)絡(luò)招聘對于求職者與招聘者的影響（一）網(wǎng)絡(luò)影響求職方式以及求職行為隨著互聯(lián)網(wǎng)的普及，越來越多的求職者開始使用網(wǎng)絡(luò)，例如：每年在專業(yè)求職網(wǎng)站——怪獸網(wǎng)投遞簡歷的求職者高達(dá)一千萬人（卡佩利，2001）；艾瑞公司所做的“2004美國在線招聘研究報告”該預(yù)測指出2004美國互聯(lián)網(wǎng)用戶達(dá)到五千三百萬，并以28％的速度增長，預(yù)測預(yù)計(jì)在2010年的數(shù)字將達(dá)到8700萬，2012年將超過1億。。在實(shí)際調(diào)查我們發(fā)現(xiàn)，找工作的求職者也受到互聯(lián)網(wǎng)的影響。費(fèi)爾德曼和克拉斯(2003年)的網(wǎng)絡(luò)求職的影響研究，結(jié)果發(fā)現(xiàn)網(wǎng)絡(luò)是開放，將直接影響到求職者可以更容易地找到工作；工作搜尋區(qū)域的使用越來越廣泛，個人求職網(wǎng)絡(luò)化程度高；求職者個人能力也直接影響求職者對于網(wǎng)絡(luò)招聘的使用，現(xiàn)實(shí)生活中人際交往能力不太好的求職者更會使用網(wǎng)絡(luò)進(jìn)行求職工作；研究員還通過詢問專業(yè)招聘人員的工作經(jīng)驗(yàn)了解到，一般認(rèn)為，網(wǎng)絡(luò)搜索引擎和專業(yè)招聘網(wǎng)站第三有效的方式工作，僅次于人際關(guān)系，專業(yè)的招聘和獵頭公司。在這項(xiàng)研究中（費(fèi)爾德曼&；克拉斯，2002），揚(yáng)森（2005）也注意到求職者的在線體驗(yàn)。學(xué)者還研究了關(guān)于搜索引擎中和職位信息搜索相關(guān)的主要問題，調(diào)查發(fā)現(xiàn)尋找工作信息的個人已經(jīng)工作提供者只有一個在很多情況下，半數(shù)以上的就業(yè)問題包含了求著位置信息，在文件中，只有55%信息是與工作內(nèi)容是相關(guān)的，特定的工作，只有38%的搜索包含文件的工作信息。（二）網(wǎng)絡(luò)對于招聘人員的影響專門針對于招聘人員對網(wǎng)絡(luò)招聘反應(yīng)的研究比較少。針對招聘信息反饋率較低的研究，埃爾金·克拉彭（2000）注意到網(wǎng)絡(luò)招聘的信息反饋渠道有多不同。通過調(diào)查發(fā)現(xiàn)，員工招聘，提供電子簡歷和恢復(fù)的文件恢復(fù)具有不同的特性，結(jié)果表明：招聘機(jī)構(gòu)認(rèn)為電子恢復(fù)高質(zhì)量紙簡歷，招聘的工作人員文件恢復(fù)更友好的、電子的版本看起來聰明、更高技術(shù)含量的。然后，皮爾斯和圖騰（2003）通過調(diào)查幾大商業(yè)銀行實(shí)際招聘工作，了解網(wǎng)絡(luò)招聘實(shí)際使用情況，結(jié)果表明：，了解使用情況，結(jié)果表明：使用網(wǎng)絡(luò)招聘的專業(yè)人士越來越多，專業(yè)的招聘公司規(guī)模越來越大，數(shù)量也不斷增長；雖然特別工作現(xiàn)場服務(wù)是比較常見的，但大多數(shù)的招聘面試或是用公司的門戶網(wǎng)站上發(fā)布招聘信息。五、網(wǎng)絡(luò)招聘的有效性（一）招聘信息影響求職傾向隨著網(wǎng)絡(luò)招聘的發(fā)展，研究者認(rèn)為在第一階段——實(shí)證網(wǎng)絡(luò)招聘信息發(fā)布階段。雖然招聘方公認(rèn)的信息發(fā)布的重要性，但很少是影響申請人的決定因素（儷法，1998；里內(nèi)什，1991）。在研究過程中我們發(fā)現(xiàn)，招聘的做法，會影響求職者的組織認(rèn)知與工作的趨勢，例如，如果組織提供培訓(xùn)信息，信息的職業(yè)發(fā)展通道，可以提高求職者組織的青睞和認(rèn)可度（鮑威爾，1996；泰勒·愛普；伯格曼，1997）。同時，如果隱藏在最初的招聘組織的信息，將恢復(fù)的熱情和活力。通過這些調(diào)查結(jié)果的分析，一個著名的學(xué)者羅伯遜（2005）采用榆樹（ElaborationLikelihoodModel）理論來模擬不同的招聘信息，求職者對信息識別的影響不同，在細(xì)節(jié)上的組織特征的求職招聘信息，特別是探索，組織的吸引力和組織——個體匹配度感知的同時，組織特性的調(diào)節(jié)作用，組織吸引力——個人和組織之間的匹配關(guān)系，招聘信息的特點(diǎn)和就業(yè)趨勢。此外，我們分析的求職招聘信息的傾向在不同條件下的重要性知覺。采用方差分析和線性回歸分析，多變量分析，我們發(fā)現(xiàn)：當(dāng)招聘信息而不是一般的，求職者的知覺與組織個體匹配度會更高的組織特點(diǎn)；具體的工作偏好、用人與組織匹配調(diào)整信息之間的關(guān)系；當(dāng)招聘信息的時間，求職者的組織特征和個人的影響，適合這個工作不是為工作的更大和更具體的傾向的組織特性的影響。（二）網(wǎng)絡(luò)招聘的反饋有效性同時，一些學(xué)者還研究了導(dǎo)致在低反饋率的和網(wǎng)絡(luò)招聘流程招聘有效期的影響。例如，費(fèi)爾德曼和克拉斯（2002）的統(tǒng)計(jì)調(diào)查對象的工作經(jīng)驗(yàn)，查找信息的反饋率低、成功率低是面對網(wǎng)絡(luò)招聘的最大問題。同時，（德寧·灰人（2002））也發(fā)現(xiàn)增加了網(wǎng)絡(luò)招聘信息的反饋率，利用組織——個體匹配框架調(diào)查的組織制作組織一個匹配度反饋和求職者的吸引力與求職者組織的研究，結(jié)果表明：組織——個人信息反饋率求職者更吸引到組織，該組織也有較高的識別，同時，組織——個人信息反饋和求職者率低是較低的組織的驗(yàn)收；令人驚訝的是，在調(diào)查過程中發(fā)現(xiàn)，組織——個人信息反饋率低，實(shí)際上沒有降低組織驗(yàn)收組織——求職者的個人信息的反饋率。這表明，保持和求職者的相互作用在招聘過程中，具有十分重要的意義，給求職者的信息反饋，同時也要注意，信息反饋率保持在一定的水平。六、結(jié)束語經(jīng)過多年的實(shí)踐和研究，我們發(fā)現(xiàn)與傳統(tǒng)招聘無與倫比的優(yōu)勢，因此，在線招聘已成為招聘員工的主要手段。通過調(diào)查我們發(fā)現(xiàn)，從對網(wǎng)絡(luò)招聘的總體研究不夠深入完善，網(wǎng)絡(luò)招聘也存在一些問題，因此在今后的研究過程中，重點(diǎn)應(yīng)放在提高網(wǎng)絡(luò)招聘網(wǎng)絡(luò)招聘秩序，規(guī)范的利用率，實(shí)現(xiàn)全覆蓋，主要的效率和網(wǎng)絡(luò)招聘的對象之間的相互作用的網(wǎng)絡(luò)招聘，提高良性的信息反饋率等。原文正文：WiththedevelopmentandpopularizationofInternet,networkdeepintoallaspectsofsociallifeandbecomethemainstreammedia,atthesametime,thedevelopmentofInternethasgreatlychangedthetraditionalwayofrecruitmentandjobsearchmethods.Accordingtothesurvey,thenetworkrecruitmentisninetypercentoftheworld'stopfivehundredenterpriseswithannualjobsites,inprofessionalresumejobseekersovertenmillion(Capelli,2001);atthesametimemoreandmorejobseekers,especiallycollegegraduates,tojointhenetworkforjobintheteam,asoftheendof2012,professionaltalentrecruitmentwebsiteUSAdomestichasbeendevelopedtohundreds,networkrecruitmentandonlinejobsearchhasbecomeakindoffashion.One,Theconcept,networkrecruitmentTherecruitmentnetwork(InternetRecruiting)isalsoknownas"onlinerecruitment"(OnlineRecruitment),"Recruitment"(E-Recruiting)or"computerRecruitment"(Cybercruiting),mentionedthenetworkrecruitmentforthefirsttimesincetheresultsearlyintwenty-firstCenturyin(Gentner,2002;Casper,2003),toexplorethedefinitionofnetworkinviteapplicationsforajobofscholarsfocusedonthemacroscopicandthemicroscopictwostratificationplanes.Fromamacroperspective,scholarsbelievethattherecruitmentnetworkisanewwayofworking,thinkthenetworkrecruitmentismainlybymeansofcommunicationandinteractioninthenetworkinformationsystemofhumanresources,itandinternalrecruitmentandlarge-scalerecruitmentwillbetogether,becomeanewrecruitmentmode,atthesametime,thenetworkrecruitmentisanewinformationcommunicationchannels,throughthischannel,employerscanobtainemploymentinformationreleaseinformation,jobseekers(Hausdor&Duncan,2004);inotherwordsthenetworkrecruitmentismainlyrelyonthenetworkissuedaseriesofjobinformationtoattractapplicantstoapplyforajob(Veger,2006).Fromthemicroview,somescholarsbelievethattherecruitmentnetworkreferstothehumanresourcesdepartmentandutilizationofnetworkinformationsystemreleaserecruitmentinformation,collectinformationonjob,carryoutaseriesofactivitiestoresumescreeningetc..Specifically,thehumanresourcesdepartmentthroughnetworkrecruitmentinformation,andthenthroughthemailorresumedatabasecollectresumes,aftertheresumescreening,andthenprocessthecandidatesareidentified,therecruitmentofspecificstepsincludinginformationrelease,resumecollection,networkinterviewsandonlineevaluationetc..Two,Theadvantagesanddisadvantagesofthetwo,networkrecruitmentManyoftheonlinerecruitmentpracticesorexperimentalstudythattherecruitmentnetworkhasmanyadvantages,butalsofacedwithmanyproblems,throughinvestigationandstudycanbefound,therecruitmentnetworkadvantagesanddisadvantagesaremainlythefollowingaspects:Therecruitmentnetworkmainlyhastheadvantagesasfollows:(1)startingfromtherecruitment,recruitmentnetworkrecruitmentcanbroadenthescope;(2)therecruitmentnetworkrecruitmentcansavetime;(3)fromthepointofimprovingthequalityofjobseekers,networkrecruitmentcomprehensivedormitorycanimprovethejobseekers,moresuitableforcompetitivedemand;(4fromanefficiencyperspective,thenetworkrecruitmentismoreconvenient,improvetherecruitmentefficiency;(5)toanalyzefromtherecruitmentcostpointofview,thinkthattherecruitmentnetworkcostcanbesaved(Greengard,1995;Boehle,2000;Gale,2001,Galanaki,2002;)Recruitmentnetworkmainlyhasthefollowingaspectsoftheproblem:collectresumetoomuch,andthequalityisunevenresumescreeningishuge;(2)informationisrelativelylowfidelity;(3)theinformationsecrecy;(4)recruitmentdifficulttoadapttothenetworkrecruitmentrequirements;(5)theproblemofnetworkpenetrationrateisnothighortheapplicant'sownconditions,jobseekersarelimited;(6)thecontentsofasingleGangnetworkrecruitment,imperfectservicesystem;(7)thelackofeffectiveManagementsystemandmanagementmechanism(Galanaki,2002;)Three,Developsthecurrentsituationthree,networkrecruitment(a)therecruitmentnetworkrecruitmentbusinessunit--acommonMarkey(2000)wereinvestigatedbyusingthewebsiterecruitmentoffivehundredstrongcompanies,foundthatabout75%ofthecompaniesintheuseofonlinerecruitment.Hass(2001)accordingtoasurveyof20companiesfoundthat13(72%),acompanywithafixedrecruitmentWebpage,indicatingthattheyusethenetworkrecruitmenthasenteredtheconventionalstage;5(28%),onlinejobpostings,ofwhich4isissuedonhiswebsite,15(83%)companieshavedetaileddevelopmentplanforthenetworkrecruitment.Inadditiontoenterpriseusethenetworkrecruitment,changeswiththetypeofwork,thenetworkhasbecomethemainwayAmericagovernmentissuedrecruitmentinformation,employmentofstaff(Leary,2002).AmericanCenterforeconomicresearch,writing"recruitmentandnetworkdevelopment"onearticlesaid:fromthebeginningof2000,Americalocalenterprisesmoreandmorebegantousethenetworkrecruitment,especiallyin2004,Americaterritoryof90%oftheworld'stopfivehundredenterprisesintheuseofonlinerecruitmentin2005,morethanhalfofhigh-techenterprisestochoosethenetworkrecruitmenttherecruitmentoftalent.Thus,thenetworkrecruitmenthasbecomeoneofthecommonlyusedmethodsofrecruitment.(b)thesizeofthecompanyinfluencetheuseofonlinerecruitmentHausdorf&Duncan(2004)studiedthedifferences,differentscalerecruitmentintheuseofnetworkandtheresultsshow:manylargecompaniesandmanynetworkrecruitmentwebsitemaintainedalong-termcooperation,whilemedium-sizedorsmallcompaniesrarelyandprofessionalrecruitmentwebsitemaintaincooperationrelations;manybigcompaniesareusingmorethantwodifferentlargetherecruitmentwebsite,andsmallcompaniesandmedium-sizedcompanylimitedtosmallerrecruitmentwebsiteornottouseprofessionalrecruitmentwebsite.ThenetworkjobadvertisementthatthecompanyusuallyadoptsmethodVeger(2006)passestocheckculturalheritageandrecognizeanafewnetworksjobadvertisementmethod,andbedividedintothem"weseekyou"(searcharesumeandsearcharesume,usetosearchengineorchatroomcreationname,makeuseoftheservice,networkmovablejobadvertisementofnameborncompanyandmakeuseofaserviceofcollectingtheGangstation,relationjobadvertisementinthebuilt-upoccupationwebsiteinannouncingplank)and"youseekus"(Releasetoworkaninformationinannouncingplankandreleaseworkinformation,on-lineworktoadvertiseandputworkinthecalculationsoftheoffice,agencyanduniversityetc.onboardandtakepartinanon-lineworkingconferenceinthebuilt-upoccupationwebsite)twomajortype,work'sannouncingplankandorganizationoccupationwebsiteistheinestcommonusenetworkjobadvertisementmethods.ThebadoppositesexofjobadvertisementinformationthatthecompanyprovidesMarkeywaits(2000)surveystodiscoverthatonly11%companieselaboratedontoacceptappointmentanessentialconditionwhenthenetworkinvites,only2%companyenunciationsalaryinformations,57%companiesexpresssomeformsof'treatmentinformation,about62%companiesstipulatedanacademicdegreerequest.Bricewaits(2002)topasstoinvestigatetheUnitedStatesbestofandthebiggestcompanyusethecircumstanceofnetworkjobadvertisementandexpressthattheUnitedStates'bestcompanywillmayevenreleasethetaskofcompanyinthecompanyinthewebsitethanthebiggestcompany;TheUnitedStates'bestcompanythanthebiggestcompanywillmayevenexpandthepolicytothesocietyofcompanyandreleaseinthecompanyinthewebsite;TheUnitedStates'bestcompanywillmayevenmaketheworkofcompanylivingtheequilibriumpolicytoreleaseinthecompanyinthewebsitefromcradletothegravethanthebiggestcompany;TheUnitedStates'bestcompanycomparesthebiggestcompanieswillalsomoremaywearadresspolicytoreleaseonthewebsiteatthetime.Four,recruitmentnetworkforjobseekersandrecruiters(a)theinfluenceofnetworkontheresumeandjobsearchbehaviorWiththepopularizationofInternet,moreandmorejobseekersbegantousethenetworkforthejob,forexample:deliverresumeapplicantsuptoabouttenmillionpeopleayearonwebsitessuchasMonster.Com(Capelli,2001);AiRuicompany"in2004AmericanonlinerecruitmentResearchReport"forecastsfor2004Americannetworkinguserswillreach5300000,andby28.1%therateofgrowth,in2010willreach8700000,in2015willexceed10000000.Foundintheactualsurvey,jobhuntingjobseekershavealsobeentheimpactoftheinternet.FeldmanandKlaas(2002)tostudytheinfluenceofjobsearchbehaviornetworkforjobseekers,discoverthenetworkchannelissmooth,jobseekersaremorelikelytofindnewjobs;jobsearchregionmorewidelyused,individualjobseekersnetworkdegreeishigh;thesizeofcompany,nottoogoodjobseekersmorewillusenetworkjob;thesalaryrequirementshigherjobseekersmorewillusenetworktoapplyforajob.Atthesametime,byaskingrespondentsjobexperience,isgenerallybelievedthatthenetworksearchengineandwebsitearethirdeffectivewaysofjob,secondonlytothepersonalrelationships,professionalrecruitersandheadhunters.Inthisstudy(Feldman&Klass,2002),Jansen(2005)alsopayattentiontothejobseekersintheonlinejobexperience.Toapplyforajobbyexaminingfiveyearstoprovideengineandjobsearchthemainrelatedproblems,findingworkinformationindividualsoftenprovideonlyonewithmanyconditions,morethan45%jobproblemsincludespecificlocationinformation,inthedocument,andonly52%oftheworkisrelevant,specificworkandonly40%searchthedocumentcontainsthejobinformation.(two)networkfortherecruitmentofpersonnelSpecificallyforthestudyoftherecruitmentnetworkrecruitmentlessreaction.ElginandClapham(2000)attentiontotherecruitmentofthenetworkrecruitmentresponse.Throughtheinvestigationofrecruitersthinkjobdeliveringelectronicresumeanddeliverypaperresumehavedifferentcharacteristics,analysisresultsshowthat:therecruitersthinkelectronicresumethanpaperresumehigheroverallquality,therecruitmentofstafffeelpaperresumemorefriendly,electronicresumeappearsmarter,hightechnology.Subsequently,PearceandTuten(2001)throughtheinterviewofseverallargecommercialbanksrecruiters,understandtheusage,networkrecruitmentresultsshow:recruitmentnetworkuseratioismoreandmorebig;althoughthespecialjobsiteserviceisrelativelycommon,butmostrecruitersinterviewedorliketousethecompany'sportalwebsitereleaserecruitmentinformation.JobseekertothenetworkreactionofworkstationpointorannounceScheuwaits(1999)theimportantfunctionofthebeautifuldegreeofconfirmingthecompanywebsite,theresearchdiscoverstheimageofcompanywebsiteandjobseekerapplyingforthetendencyofthecompanyjustrelated,understandthatalsodiscoversajobseekertothecompanyatthesametimewillalongwithinterviewcompanywebpagebutoccurrencevariety.Lateron,WeissandBarbeite(2001)thinkthatnetworkistheheadofjobseekertobuildoflookforthesourceofwork,thejobseekerspeciallylikesandhasseldomoftheworkstationofcharacteristic,demandseldompersonalinformationorder,oldworkerandfemalearetowouldnotliketoleakpersonalinformation,theacceptanceofpersonsofthemenandwomentocharacteristicinthewebsiteisdifferent,andthefemalewouldnotliketobeon-linemoreandprovidepersonalinformation.ZusmanandLandis(2002)passtodevelopthejobseekerannounce(Jobpostings)tothenetworkworkandthetraditionalworkannouncetheexperimentresearchofhobbycomparisonanddiscoverthattheworkthattheuniversitystudentevenlikesatraditionalpaperpenformannouncesasaresult.Atthesametime,ZusmanandLandis(2002)alsoinvestigatedthejobseeker'scircumstanceofthequalityheightofcompanywebpageattraction,resultexpresses,thestudentevenlikesthewebpageoftallqualityandevenlikestoreleaseatthehighworkinformationonthequalitywebpage.Inadditiontostudyingajobseekertothenetworkreactionofworkstationpointorannounce,Highhouse,StantonandReeve(2004)stillinvestigatebetriedthereactionthattherightnesspreview(forexampleispresentedwiththeaudiofrequencyorthevideofrequencyformatofthecompanyinformationpart)accordingtothetrueworkofnetwork.Passtoinvestigateajobseekertothefrontsideofwiththeon-linereactionofnegativecompanyjobadvertisementinformation,resultenunciation:Theplusorminuscompanyinformationwillarousenot-symmetryextremereaction,tosamecharacteristic,biggerthanthereactionstrengthtothenegativecompanyinformationtothereactionofpositivecompanyinformation.Five,Effectivenessoffive,networkrecruitment(a)affecttherecruitmentinformationfeaturesoftheapplicationtendencyWiththedevelopmentofnetworkrecruitment,researchershavearguedforthefirststage--Empiricalnetworkrecruitmentinformationreleasestage.Althoughrecruitmentpartieshavegenerallyrecognizedtheimportanceofinformationrelease,butverylittleisknownaboutthefactorsinfluencingthedecisionoftheapplicant(Barber,1998;Rynes,1991).Inthecourseofthestudywefoundthatrecruitmentpracticeswillaffectthejobseekerstoorganizationalcognitionandjobtendency,forexample,iftheorganizationfirstprovidetraininginformation,occupationdevelopmentchannelsofinformation,canimprovethejobseekerstotheorganization'sfavorandrecognitiondegree(Powell,1996;Taylor&Bergmann,1997).Atthesametime,iftheorganizationinformationhidingintherecruitmentoftheinitial,willresumetheenthusiasmandtheorganization.Ablow.Throughtheanalysisoftheresultsoftheseinvestigations,afamousscholarRoberson(2005)byusingELM(ElaborationLikelihoodModel)theorytosimulatedifferentrecruitmentinformationforjobseekerstodifferenteffectsofhearttissuerecognition,especiallyexploredindetailtherecruitmentinformationofjobseekersontheorganizationalcharacteristics,organizationalattractionandorganization--individualmatchingdegreeperceptionatthesametime,themoderatingeffectoforganizationalcharacteristics,organizationalattractionandorganization--individualmatchingrelationshipofrecruitmentinformationcharacteristicsandjobtendency.Inaddition,weanalyzetheimportanceperceptionofjobseekersrecruitmentinformationtendencyindifferentconditions.Byusingmultivariateanalysisofvarianceandlinearregressionanalysis,wefoundthat:whentherecruitmentinformationspecificratherthangeneral,jobseekerstoorganizationalcharacteristicsofperceptualandorganization-individualmatchingdegreewillbehigher;therelationshipbetweenthespecificandjobpreferenceandrecruitmentinformationbythepersonorganizationfitadjustment;whentherecruitmentinformationtime,jobseekerstoorganizationalcharacteristicsandapersonaleffectsoffitforthejobthantheeffectsoforganizationalcharacteristicsoftendencyforthejobthetendencyoflargerandmorespecific.(b)feedbackstrategyinfluencestheeffectivenessofthenetworkrecruitmentAtthesametime,causeinfluenceonrecruitmentvalidityperiodoflowfeedbacksomescholarsandnetworkrecruitmentprocess.Forexample,FeldmanandKlaas(2002)bymeansofstatisticalrespondentsjobexperience,findinformationfeedbackrateislowandlowsuccessratioisthebiggestproblemfacingthenetworkrecruitment.Atthesametime,Dineen,AshandNoe(2002)didincreasethenetworkrecruitmentinformationfeedbackrate,researchersusingtissue--individualmatchingframeworktoinvestigatetheorganizationtomaketheorganizationonematchingdegreefeedbackandorganizationofjobseekersattractiverelationshiptojobseekers,theresultsshowedthat:theorganization--personalinformationfeedbackratejobseekersaremoreattractedtotheorganization,theorganizationalsohavehigherrecognition,atthesametime,theorganization--personalinformationfeedbackandlowrateofjobseekersislowerfortheorganization'sacceptance;surprisingly,foundintheinvestigationprocess,theorganization--personalinformationfeedbackratelowfortheorganizationofacceptanceactuallynolowerorganization--personalinformationfeedbackrateofjobseekers.Thisshows,maintainandjobseekersinteractionintherecruitmentprocess,isofgreatsignificancetogivejobseekersinformationfeedback,alsowanttopayattentionto,informationfeedbackratetostayaboveacertainlevel.InviteinformationcharacteristictoapplyfortheinfluenceoftendencyonjobseekerForseveraldecades,theresearchershavebeenappealingthatthefirststagetothejobadvertisementstartsexperimentaresearch,ordrawsonlatentcandidateandcreationapplicantatthisstage.Thoughthefirststagethatthinksajobadvertisementisveryimportant,hardlyunderstandsthefactorofinfluencingtheapplicantdecision(Barber,1998;Rynes,1991).SomeevidenceexpresstoinvitefulfillmenttowillinfluenceapplicanttoorganizationofthefeelingknowwithapplicationInclineto,forexampleapplicanttoorganizationcharacteristicofthefeelingknow,liketraining,inexpiationofanddevelopmentopportunityetc.,canraiseorganizationtotheattractionofapplicant(Powell,1984;Taylor&Bergmann,1987).Someresearchesexpressthatthecontents(specialfootmoredetailedinformation)thatinviteaninformationcaninfluenceindividualapplicationtendency,forexampletheinformationinfluenceapplicantofworkcharacteristictotheconsciousnessoforganizationattraction(Rynes&Miller-,1983;Barber&Roehling,1993).Onthefoundationoftheseresearches,Robersonetc.(2005)madeuseofanELM(ElaborationLikelihoodModel)theorytoinvestigatethejobadvertisementinformation'scharacteristicdrawsontheinfluenceofapplicantonorganizationandespeciallyinvestigateddetailedjobadvertisementadvertisementtojobseekertoorganizationcharacteristic,organizeanattractionandindividualanorganizeproperGotogetherwiththesexappealknowsofinfluence,alsoinvestigatedanorganizationcharacteristicandorganizeanattractionandindividualatthesametimeanorganizepropercharacteristicandapplicationgoingtogetherwithsextothejobadvertisementinformationinclinetorelationofregulateafunction.Alsoinvestigatedattheconcreteandgeneraljobadvertisementinformationjobseeker'sfeelingtoknowundertheconditioninadditiontoapplicationtendencyofimportance.Passtomakeuseofdiversevarianceanalysisandlinearregressionanalysis,resultenunciation:Whenjobadvertisementinformationconcretelybutisn'tgeneral,consciousnessandindividualoneorganizationofthejobseekertotheorganizationcharacteristicofpropergotogetherwithsexwillbehigher;Concreteandapplicat