美国巴吞鲁日论文代写：人力资源
必须注意的是，作为选择和招聘程序的一部分的照片的使用，有一个显着的差异之间的员工和雇主的反应。在其中一个研究中，有人认为，约有3%的雇主认为，作为选择和招聘程序的一部分，他们使用的照片作为衡量的选择。如此低的数字可能是一个迹象，雇主遵守的指导以及就业服务停止使用照片作为其结果可能歧视实践建议（比特纳，1992）。然而，约有23%的工人声称，作为选择和招聘程序的一部分，他们被要求提供一张照片。如前所述，大部分的酒店和零售行业的雇主从事非正式的方法不只是因为他们并不昂贵（尼克松，2003）。除了成本因素，其他几个因素，如休闲电话也呈现为筛选出的候选人可能无法象征的企业身体的形象。
雇主是启用屏幕的审美技能，因为这样的事实，大多数年轻人喜欢的学生可能会寻找工作，通过代表自己的人。在卢卡斯和他在1997年进行的一项研究指出，雇主直接的办法是由学生（松&吉尔摩，1999）。通过访问一些雇主，直到获得一个工作机会，更多的经验的学生出售他们的产品。
一贯的研究报告在选拔和招聘高水平多不拘互动一线服务工作（Martin &林，2002）。它包括利用的方法，如临时来电者和口碑，这是真的，特别是在酒店部门。
此外，在客户服务工作中的选择和招聘更可能是在审美和社会技能的基础上的人，而不是他们的技术技能。因此，它是对人格的基础（包括自我介绍和美学），不喜欢的候选人选拔和招聘过程中（当&公司，2003）。另一点必须考虑的事实是，雇主最有机会筛选出候选人在招聘和选拔，他们觉得舞台形象的公司是不恰当的（Westwood，2004）。它已经在一些形式的自我选择前期研究表明；这是因为他们可能没有豪华的潜在雇主为某项工作。
美国巴吞鲁日论文代写：人力资源
It must be noted that the use of a photograph as a part of the selection and recruitment procedure, there was a noticeable difference amongst the response of the employees’ and the employers’. In one of the research it was seen that about 3% of the total employers suggested that as a part of the selection and recruitment procedure they used photograph as a measure of selection. Such a low figure might be a sign that employers are abiding by the instructions and advice from the Employment Service to discontinue the practice of using photographs as they result in a possibility of discrimination(Bitner, 1992). However, about 23% of the workers claimed that as a part of the selection and recruitment procedure they were asked to provide a photograph. As stated earlier, most of the hospitality and retail industries’ employers engage in the informal methods not just because they are not costly(Nickson, 2003). In addition to the cost factor, several other factors like casual calling also renders for filtering out the candidates who might not be able to symbolize the image of the corporate body.
The employers are enabled to screen for aesthetic skills because of the fact that most of the young people like students might look for work by representing themselves in person. In a study conducted by Lucas and Ralston in the year 1997 noted that a direct approach to the employer is made by the students(Pine & Gilmore, 1999). It was recognized that by visiting a number of employers until a job offer is achieved, the more experience students sell their wares.
Studies consistently reports high level of informality in selection and recruitment for much interactive front-line service work(Martin & Grove, 2002). It includes utilizing the methods like casual callers and word of mouth; this is true especially in the hospitality sector.
In addition, selection and recruitment in customer service work is more likely to be on the basis of the aesthetic and social skills of the people rather than the technical skills they have. Hence, it is on the basis of the personality (including self-presentation and aesthetics) that the manger prefer candidates during selection and recruitment(Guerrier & Adib, 2003). Another point which must be taken into consideration is the fact that the employers have most opportunity to filter out the candidates at the recruitment and selection stage that they feel are inappropriate for the image of the company(Westwood, 2004). It has been indicated in the previous researches about some form of self-selection; this is because of the fact that they might not be considered posh by their potential employers for a certain job.
