Xueba VS residue: who is the best candidate? -Xueba-IT news
Last month, a well-known accounting firm Ernst and young's United Kingdom branch announced that, starting next year, is no longer required of new recruits must have at least a Bachelor's degree. After they pass the recruitment line is undergraduate grade point average of at least b, but in the near future, the old pass line will be replaced by a series of recruitment tests.
Ernst explained in a statement, after internal studies on the 400 employees for up to 18 months, they found that the applicant's academic success and not directly related to job performance in future. In addition, Ernst believes the move could widen the talent base. Ernst United Kingdom branch of talent management partner Maggie Stillwell's words, "change the hiring process means that open the door to people from different backgrounds."
Good cognitive skills are the prerequisites for job seekers in the era of knowledge economy. Glamorous degree and achievement, has long been used as a standard to measure cognitive ability. But now a lot of people suggested that the lesson xueba does not mean that experts on the work, and many companies agree to this. Wharton Professor Peter Cappelli of the University of Pennsylvania who studies corporate recruitment and working conditions, nor does he believe that academic achievement and performance there is a critical relationship between, and worth noting is that many businesses are relying on these useless ideas to organize recruitment.
United States scientific theories in this matter a long time ago. Google Senior Vice President Laszlo Bock has said good grades, of course, is a good thing, but at the time of recruitment "almost worthless". He explained that the simulation is the Google test (sample-work test), is the best method of performance prediction. Because Google does not care too much about the report card, was more interested in how you think. A study shows that using recruitment tests will significantly improve attendance and lower turnover of staff.
Of even deeper concern is the "only diplomas on" may exacerbate social inequality. Researchers have found that top companies tend to favor school graduates, because they think they can bring the most talented people. But they don't realize that do in fact tilt the balance to the children of wealthy families (United States elite private schools, high fees). "By degrees come to recruit, just those companies feel the enjoyment of the elite", says Professor Cappeili.
Have at least two United States team based on their business model on this pain point in the recruitment process and will sell their services to companies that are looking for talent. Gild by deploying robots to track projects in San Francisco to find out about a programmer programming background. Another, New York's HireArt to provide customers with customized recruitment tests for assessment of the talent pool.
"We found that the values education and qualification of traditional recruitment methods for junior positions do not apply," joint founder Nick Sedlet HireArt said, "changes in the labour market too much faster than ivory. ”
Professor Cappeili also talked about another hiring process innovations go further IT firm Capgemini (Capgemini):
"They are recruiting people who never went to College, providing staff training and sent them to take part-time degrees. Because they said so directly to its employees newly recruited college graduates and low cost, willingness to stay and have the technical expertise, loyalty and good. ”
However, at least for now, see the diploma results will be mainstream. Just like Bill Gates earlier this year, the University remains a "realistic success". Ernst and even United Kingdom willing to try to change the present United States of no change (says Ernst from the United States, currently headquartered in the United Kingdom). Ernst United States Dan Black, Director of human resources, said, "we have been on this year's school enrollment and an overall review. Even if the United Kingdom cancelled the performance, here is also required. ”
学霸VS学渣：谁才是最好的求职者？ - 学霸 - IT资讯
上个月，著名会计师事务所安永的英国分公司宣布，从明年开始，不再硬性要求新入职员工必须至少有本科学历。此前他们的招聘及格线是本科平均成绩至少是B，但在不远的未来，旧的及格线将被一系列的招聘测试所取代。
安永公司在一份声明中解释到，经过对400位员工长达18个月的内部研究，他们发现应聘者学业上的成功与日后工作上的表现并没有直接关联。另外，安永公司相信这一举动可以扩大人才来源。用安永英国分公司人才管理合伙人Maggie Stillwell的话来说，“改变招聘流程意味着向不同背景的人才打开大门”。
良好的认知能力是在知识经济时代求职的必备条件。而光鲜的学位和过人的成绩，曾长久以来被用作衡量认知能力高低的标准。但是现在许多人提出，功课上的学霸并不意味着工作上的能手，而且不少公司也认同了这点。宾夕法尼亚大学沃顿商学院的Peter Cappelli教授专事研究企业招聘和工作环境，他也不认为学业成就与工作表现之间存在什么决定性的关系，而且值得注意的是，很多企业总是依靠这些没什么用的思路来组织进行招聘。
美国科技界早就在这件事情上现身说法了。Google的高级副总裁Laszlo Bock曾表示好成绩当然是好事，但在招聘的时候“简直一文不值”。他介绍，Google采取的是模拟工作测试（sample-work test），是最好的工作表现预测方法。因为Google不太在乎成绩单，倒是对你如何思考更感兴趣。一项研究表明，使用招聘测试会大幅提高员工出勤率并降低人员流动。
另一个更深层的顾虑，是“唯文凭论”也许会加剧社会不平等。研究者发现顶级公司往往青睐名校毕业生，因为他们认为这样能网罗最优秀的年轻人。但是他们没有意识到，这么做其实是将天平向富裕家庭的孩子倾斜（美国名校多为私立，学费很高）。“靠学历出身来招聘，也就只是那些名企让自己觉得所招皆精英的自娱自乐罢了”，Cappeili教授说。
已经至少有两个美国的创业团队把自己的商业模式建构在招聘过程中的这个痛点上，并且将自己的服务卖给正在寻求人才的公司。旧金山的Gild通过部署机器人追踪项目开发来摸清一个程序员的编程底子。另一家，纽约的HireArt则为客户提供定制化的招聘测试来进行人才库的评估。
“我们发现看重学历和资质的传统招聘方法对初级岗位完全不适用，”HireArt的联合创始Nick Sedlet说，“劳动力市场的变化比象牙塔里的要快太多。”
Cappeili教授也谈及另一个在招聘流程革新上走得更远的IT公司凯捷咨询（Capgemini）：
“他们已经在招聘没念过大学的人，提供员工培训并送他们去修兼职的学位。因为据他们说，这样的员工比直接招进来的大学毕业生成本低、愿意留下来、忠诚而且专业技术上也很好。”
不过，至少在目前，看文凭看成绩还会是主流。就像比尔·盖茨在今年早些时候提出的，上大学依然是一条“更靠谱的成功之路”。甚至在安永英国愿意尝试改变的当下，美国的情况没有发生改变（译注：安永公司源自美国，目前总部设在英国）。安永美国的人力总监Dan Black表示，“我们一直对应届校招生进行全盘考察。就算英国那边取消了成绩要求，我们这儿还是要求的。”