ver using paper. It is possible to monitor how many people have gone on to a website to look at a job.
在线招聘比传统方法快得多，而且比使用纸质招聘有很多好处。可以监控有多少人在网站上寻找工作。
But each and every company has followed its own recruitment process. IKEA’s recruitment process runs like following. First of all if anybody is interested in working in IKEA, he/she has to go through a list of open positions. If any post are suitable or challenging and moreover if he/she meet the requirements, apply via a button directly in an advertisement. If there is no open position interesting for a person but want to work in IKEA, send the CV to IKEA.
但每家公司都遵循自己的招聘流程。宜家的招聘流程如下。首先，如果有人有兴趣在宜家工作，他/她必须查看一份空缺职位清单。如果任何职位适合或具有挑战性，而且他/她符合要求，可以通过广告中的按钮直接申请。如果一个人没有感兴趣的职位，但想在宜家工作，请将简历发送给宜家。
IKEA will give an e-mail answer about receiving the request or CV in both cases. Then IKEA management will assess delivered applications then and choose from applicants several most suitable candidates for the particular job position. After that a formal invitation sent to the candidates via e-mail or phone to participate in a selection process.
在这两种情况下，宜家都会通过电子邮件回复收到申请或简历。然后，宜家管理层将评估提交的申请，并从申请人中选择几个最适合该职位的候选人。之后，通过电子邮件或电话向候选人发出正式邀请，邀请他们参加选拔过程。
How a selection process runs 选择过程的运行方式
Selection process usually consists of three rounds. First of them is assessment centre, second one is a personal interview with a future manager and third one is a personal interview with a boss of this manager.
选拔过程通常包括三轮。第一个是评估中心，第二个是对未来经理的个人面试，第三个是对这位经理的老板的个人面试。
Assessment centre 评估中心
Assessment centre is a way to know more about their future colleagues when they are solving different tasks and discuss with others. There are about 10 applicants participating. Both group tasks which a person will solve together with other participants and individual tasks are included. The great advantage is that candidate can get a feedback from one of the assessors if he/she wants to. They can know about their own strengths and weaknesses important for the career, where the advantage lies for a candidate and where they can improve.
当他们解决不同的任务并与他人讨论时，评估中心是一种了解更多未来同事的方式。约有10名申请人参加。一个人将与其他参与者一起解决的小组任务和个人任务都包括在内。最大的优势是，如果候选人愿意，他/她可以从评估员那里得到反馈。他们可以了解自己对职业生涯重要的优势和劣势，候选人的优势在哪里，他们可以在哪里改进。
Second round 第二轮
Two or three candidates who pass to the second round are chosen based on the assessment centre results. The second round is a personal interview with a future manager. Usually IKEA personnel do not ask tricky questions. They appreciate the most candidates’ honesty. They could ask to fill in a personal test as a part of the interview. If you want to ask anything about the future job, this is the right time to ask.
根据评估中心的结果选出两到三名通过第二轮考试的候选人。第二轮是对未来经理的个人面试。通常宜家员工不会问棘手的问题。他们欣赏大多数候选人的诚实。他们可以要求填写个人测试作为面试的一部分。如果你想问任何关于未来工作的问题，现在是问的合适时机。
3. Personal interview 个人面试
The third round is a personal interview between the most suitable candidate and the boss of the person’s future manager, so called grandparent principle. IKEA are also interested in a candidate’s motivation to work in IKEA in this phase and what expectation he/she has.
第三轮是最合适的候选人和该人未来经理的老板之间的个人面试，即所谓的祖父母原则。宜家还对候选人在这一阶段在宜家工作的动机以及他/她有什么期望感兴趣。
JOB ROLE: HR Manager 职位：人力资源经理
As a HR Manager I need to set some criteria regarding the scope of work within the organisation.
作为一名人力资源经理，我需要为组织内的工作范围设定一些标准。
IKEA always look for the following things within a candidate and thus they issue job description. This is a task of a HR manager.
宜家总是在求职者身上寻找以下东西，因此他们会发布职位描述。这是人力资源经理的任务。
The manager should be aligned with other departments during the process of recruitment.
在招聘过程中，经理应与其他部门保持一致。
Practical skills 实用技能
Ability to understand and get along with other people 理解他人并与他人相处的能力
Ability to ask questions and give inputs 提出问题和提供意见的能力
Encouraged employees to question the management and express their ideas and belief 鼓励员工质疑管理层并表达他们的想法和信念
Co-workers who had mastered their current jobs were encouraged to seek new challenges 鼓励掌握了当前工作的同事寻求新的挑战
Job enlargement or enrichment 扩大或丰富工作
Value fit was the selection criteria 价值匹配是选择标准
‘Why Savers’- id
