有效降低面试中主观性偏差的研究——以JM公司为例
Research on Effectively Reducing the Subjective Bias in Interview—Taking JM Company as an Example

伴随着人力资源的愈发重要，企业发展变得愈加依赖于人才招聘的质量。但目前诸多中小企业的招聘中，面试的主观性偏差正在逐渐成为阻碍招聘效果提升与企业规模发展壮大的桎梏。面对这一现状，本文以JM公司为案例研究对象，通过对其面试流程环节的剖析，得出其存在面试问题准备不充分、面试双方行为未规范与面试评估方式不科学等诱发面试主观性产生的问题，并针对性提出建立面试行为规范制度、半结构化的题库模式与评价体系。以期为中小企业的招聘改革提供借鉴。
With the increasing importance of human resources, the development of enterprises has become increasingly dependent on the quality of talent recruitment. However, in the recruitment of many small and medium-sized enterprises, the subjective deviation of interview is gradually becoming the shackles that hinder the improvement of recruitment effect and the development and expansion of enterprise scale. Facing this situation, this paper takes JM Company as the case study object. Through the analysis of its interview process, it concludes that there are problems inducing the interview subjectivity, such as inadequate preparation for interview questions, non-standard behaviors of both sides of the interview and unscientific interview evaluation methods. It also proposes to establish standard system of interview behavior, semi-structured question bank mode and evaluation system. In order to provide reference for the recruitment reform of small and medium-sized enterprises.