网络环境下大学生就业问题探析

湖北大学本科毕业论文（设计）外文翻译：网络招聘发展概述原文来源：Friedman,M.S.(2003).Studyofnetworkjobadvertisementthedevelopment.EmployeeBenefitsJournal,79,(2);102~105译文正文：随着互联网的发展和普及，网络深入到社会生活的各个领域，成为主流传播媒介，同时，互联网的发展极大地改变了传统的应聘和求职方式。据调查，通过分析世界五百强企业的年度工作报告可以发现，这些公司中使用网络招聘率高达百分之六十，在专业求职网站投递简历的求职者数目高达一千万（卡佩利，2001）；在同一时间，在同一时间，越来越多的求职者，特别是大学毕业生，加入网络的应用工作团队，，截至2012年，美国境内的招聘网站已经发展到数百家，网络招聘与网络求职成为一种时尚。一、网络招聘的概念网络招聘（InternetRecruiting）也被称为“网上人才招聘”（OnlineRecruitment）或者“电脑招聘”(Cybercruiting),现有研究理论中最早提到网络招聘一词是在1992年（金特内·卡斯比，1992；），随后，学界开始了对于网络招聘一词的广泛探讨，其中，对于网络的招聘的定义的分析与探讨主要集中在宏观和微观两个层面的应用。从宏观角度来看，学者认为招聘网络是一种全新的工作方式，认为网络招聘主要是由通信和交互手段与人力资源信息网络系统相结合，它与内部招聘和大型的招聘会相对比，成为一个全新的模式，同时，网络招聘提供一种新的信息传播渠道，通过这个渠道，雇主就可以直接发布岗位需求信息，（亨德森；邓肯，2004）；通过一系列信息交互与沟通，换句话说，网络招聘主要是依靠网络发布的一系列工作的信息吸引求职者申请一份工作（维格，2006）的全新招聘方式。从微观来看，有学者认为，网络招聘是指通过发布网络招聘信息的人力资源管理部门，收集信息，开展了一系列的活动，包括简历筛选等的总和。换句话说，通过网络招聘信息的人力资源部门，然后通过邮件或恢复数据库收集简历，简历筛选，简历筛选后，然后确定相关人选的确定，具体步骤包括信息发布，招聘简历收集，网络访谈和在线评价等。二、网络招聘的优缺点通过诸多学者对于网络招聘的实证研究与调查分析，我们可以发现，网络招聘的优缺点主要有以下几个方面：网络招聘优点主要体现在以下几个方面：（1）从范围角度，网络可以扩大受众范围；（2）招聘可以节省时间；（3）从提高求职者的质量来看，网络招聘可以提高求职者的竞争了，让求职者更适合竞争性需求；（4）从效率的角度来看，招聘是更方便，可以提高招聘效率；（5）从实践的招聘成本的角度分析，学者们普遍认为，网络招聘的成本可以节省（格林加德，1995；伯勒，2000；格拉克里，2002；）网络招聘的问题主要体现在以下几个方面：（1）收集简历太多，质量参差不齐，导致简历筛选工作费时费力;（2）信息保真度相对较低；（3）信息的保密性较低；（4）对于招聘人员的素质提出了更高的要求；（5）网络的普及率不高问题或申请人的自己的条件限制导致符合条件的求职者数量是有限的；（6）网络招聘内容比较单一（7）现有管理体系不完善（8）有效的管理体系和管理机制的缺乏（格拉克里，2002；）三、网络招聘的发展现状（一）网络招聘——常用的一种招聘方式马基（2000）通过对五百家大型公司招聘网站的调查发现，在线招聘公司使用的占半数以上，达到70%。哈斯（2001）通过20家公司的调查报告发现，13（72%）的公司与有固定的招聘网页，同时有12家公司余大型专业招聘企业保持长期合作关系，这表明这些公司的网络使用情况已经进入成熟化阶段；5（28%）的公司选择通过在线广告进行招聘，其中4家是在他人的网站上发布，15（83%）的公司有关于网络招聘发展的详细计划。除了企业利用网络招聘，鉴于工作类型的变化，美国政府已经开始采用网络招聘雇员。网络招聘已成为主要的方式，美国政府发布招聘信息（李，2002）。美国经济研究中心调查报告《网络的发展与网络招聘的发展》一文中说：从2000年开始，美国在越来越多的企业开始利用网络招聘，马基（2006）发现，在2005年采用世界网络招聘的总人数五百强企业在世界五百强企业总数在90％以上，超过一半的高科技企业选择使用网络招聘招聘人才。因此，网络招聘已经成为大型组织常用的招聘方法。（二）公司的规模影响网络招聘的使用Hausdorf&；通过研究组织规模对于组织使用网络招聘情况的差异，邓肯（2004）在网络的使用和结果不同的报告中表明：许多大公司和许多网络招聘网站保持着长期的合作，而中小企业很少和专业的招聘网站和猎头公司保持合作关系；许多大公司都利用两种以上的大型招聘网站，和大公司形成鲜明对比的是，小公司和中型公司很少或者根本不适用专业的招聘网站，也极少与较大的专业招聘公司保持合作关系。四、网络招聘对于求职者与招聘者的影响（一）网络影响求职方式以及求职行为随着互联网的普及，越来越多的求职者开始使用网络，例如：每年在专业求职网站——怪兽网投递简历的求职者高达一千万人（卡佩利，2001）；艾瑞公司所做的“2004美国在线招聘研究报告”该预测指出2004美国互联网用户达到五千三百万，并以28％的速度增长，预测预计在2010年的数字将达到8700万，2012年将超过1亿。。在实际调查我们发现，找工作的求职者也受到互联网的影响。费尔德曼和克拉斯(2003年)的网络求职的影响研究，结果发现网络是开放，将直接影响到求职者可以更容易地找到工作；工作搜寻区域的使用越来越广泛，个人求职网络化程度高；求职者个人能力也直接影响求职者对于网络招聘的使用，现实生活中人际交往能力不太好的求职者更会使用网络进行求职工作；研究员还通过询问专业招聘人员的工作经验了解到，一般认为，网络搜索引擎和专业招聘网站第三有效的方式工作，仅次于人际关系，专业的招聘和猎头公司。在这项研究中（费尔德曼&；克拉斯，2002），扬森（2005）也注意到求职者的在线体验。学者还研究了关于搜索引擎中和职位信息搜索相关的主要问题，调查发现寻找工作信息的个人已经工作提供者只有一个在很多情况下，半数以上的就业问题包含了求着位置信息，在文件中，只有55%信息是与工作内容是相关的，特定的工作，只有38%的搜索包含文件的工作信息。（二）网络对于招聘人员的影响专门针对于招聘人员对网络招聘反应的研究比较少。针对招聘信息反馈率较低的研究，埃尔金·克拉彭（2000）注意到网络招聘的信息反馈渠道有多不同。通过调查发现，员工招聘，提供电子简历和恢复的文件恢复具有不同的特性，结果表明：招聘机构认为电子恢复高质量纸简历，招聘的工作人员文件恢复更友好的、电子的版本看起来聪明、更高技术含量的。然后，皮尔斯和图腾（2003）通过调查几大商业银行实际招聘工作，了解网络招聘实际使用情况，结果表明：，了解使用情况，结果表明：使用网络招聘的专业人士越来越多，专业的招聘公司规模越来越大，数量也不断增长；虽然特别工作现场服务是比较常见的，但大多数的招聘面试或是用公司的门户网站上发布招聘信息。五、网络招聘的有效性（一）招聘信息影响求职倾向随着网络招聘的发展，研究者认为在第一阶段——实证网络招聘信息发布阶段。虽然招聘方公认的信息发布的重要性，但很少是影响申请人的决定因素（俪法，1998；里内什，1991）。在研究过程中我们发现，招聘的做法，会影响求职者的组织认知与工作的趋势，例如，如果组织提供培训信息，信息的职业发展通道，可以提高求职者组织的青睐和认可度（鲍威尔，1996；泰勒·爱普；伯格曼，1997）。同时，如果隐藏在最初的招聘组织的信息，将恢复的热情和活力。通过这些调查结果的分析，一个著名的学者罗伯逊（2005）采用榆树（ElaborationLikelihoodModel）理论来模拟不同的招聘信息，求职者对信息识别的影响不同，在细节上的组织特征的求职招聘信息，特别是探索，组织的吸引力和组织——个体匹配度感知的同时，组织特性的调节作用，组织吸引力——个人和组织之间的匹配关系，招聘信息的特点和就业趋势。此外，我们分析的求职招聘信息的倾向在不同条件下的重要性知觉。采用方差分析和线性回归分析，多变量分析，我们发现：当招聘信息而不是一般的，求职者的知觉与组织个体匹配度会更高的组织特点；具体的工作偏好、用人与组织匹配调整信息之间的关系；当招聘信息的时间，求职者的组织特征和个人的影响，适合这个工作不是为工作的更大和更具体的倾向的组织特性的影响。（二）网络招聘的反馈有效性同时，一些学者还研究了导致在低反馈率的和网络招聘流程招聘有效期的影响。例如，费尔德曼和克拉斯（2002）的统计调查对象的工作经验，查找信息的反馈率低、成功率低是面对网络招聘的最大问题。同时，（德宁·灰人（2002））也发现增加了网络招聘信息的反馈率，利用组织——个体匹配框架调查的组织制作组织一个匹配度反馈和求职者的吸引力与求职者组织的研究，结果表明：组织——个人信息反馈率求职者更吸引到组织，该组织也有较高的识别，同时，组织——个人信息反馈和求职者率低是较低的组织的验收；令人惊讶的是，在调查过程中发现，组织——个人信息反馈率低，实际上没有降低组织验收组织——求职者的个人信息的反馈率。这表明，保持和求职者的相互作用在招聘过程中，具有十分重要的意义，给求职者的信息反馈，同时也要注意，信息反馈率保持在一定的水平。六、结束语经过多年的实践和研究，我们发现与传统招聘无与伦比的优势，因此，在线招聘已成为招聘员工的主要手段。通过调查我们发现，从对网络招聘的总体研究不够深入完善，网络招聘也存在一些问题，因此在今后的研究过程中，重点应放在提高网络招聘网络招聘秩序，规范的利用率，实现全覆盖，主要的效率和网络招聘的对象之间的相互作用的网络招聘，提高良性的信息反馈率等。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