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Trends
趋势
Keep an eye on these trends identified by the Society for Human Resource Management’s Staffing Management Special Panel:
请关注这些由人力资源管理协会人员编制管理特别小组总结出的趋势：
Retention attention. Despite increases in companies’ productivity and profits, there have not been increases in personnel, building pressure on retention.
重视保留人才。尽管企业的生产率和利润增加了，但人员并没有增加，企业保留人才仍有一定压力。
War for talent. Recruiting activity has increased among companies trying to fill current openings.
人才争夺战。各公司为填补目前空缺职位的招聘活动有所增加。
Employee value proposition. Younger workers are looking for more nonmonetary returns such as higher engagement, social impact and work/life fit.
员工的价值主张。年轻的员工正在寻求更多非货币的回报，如高参与度，一定的社会影响力，工作要与生活相适应等等。
New fishing spots. Increased use of social media for applicant pools has shifted recruiting strategies away from job boards.
新的招聘方式。应用社会化新媒体的增加使招聘不再局限于工作台前。
Limiting commitments. Full-time employees are being replaced by contingent workers, including interns, as companies look to limit labor costs.
短期工。由于企业寻求限制劳动力成本，全职员工正在被‘应急工’所取代，其中也包括实习生。
Polishing the brand. Companies are putting an increased focus on candidate care and user experience for applicants.
塑造品牌。公司将更加注重求职者的感受和用户体验。
Sifting among plenty. Use of assessment tools has increased as companies look to hire the best talent from a larger pool of applicants.
筛选人才。企业希望从茫茫人海中选出最合适的人才致使评估工具的使用较以前有所增加。
Social Media’s Recruiting Powers Get a Boost
社会化媒体的招聘力度再次攀升
The use of social media as a recruiting tool is moving far beyond creating company Facebook pages and tweeting job openings.
社会化媒体作为企业的招聘工具，企业对其利用已经远远超出了创建公司的Facebook页面，在上面粘贴空缺职位的初级阶段。
Recruiters at an increasing number of companies are using social recruiting and candidate videos, enabling more stakeholders to comment on a particular candidate’s responses, says Mollie Lombardi, a human capital management analyst with Boston-based Aberdeen Research.
越来越多企业的招聘人员采用了社会招聘和应用求职者视频的模式，让更多的利益相关人对某求职者的表现发表评论，波士顿亚伯丁研究中心一名人力资本管理分析师莫里·隆巴迪说。
Others are integrating social recruiting tools with applicant tracking systems to help build connections with passive job candidates and those who might have already applied for one position but could be better suited for another.
也有一些企业正在使用具有申请人跟踪系统的社会招聘工具，以帮助建立与被动求职者，以及那些可能已经申请了一个职位但实际上更适合其他职位的求职者之间的连接。
Once a document management system, today’s applicant tracking system has morphed into hubs for services such as video interviewing, background checking, assessment testing and onboarding----and a link to social media sites.
曾经的文档管理系统——今天的申请人跟踪系统，它已然演变成了企业招聘：视频面试，背景调查，评估测试直至入职的中心服务，该系统也是与社会媒体网站之间的连接纽带。
Almost half of the 450 companies surveyed by Bersin & Associates earlier this year were considering replacing their applicant tracking system. Behind the push was a desire to shift from reactive to proactive hiring strategies and a desire to better manage the employment life cycle, says Sarah White, principle analyst in talent acquisition for Bersin & Associates, an HR research and consulting firm.
著名企业人才与学习研究机构贝新联合公司今年早些时候调查的450家企业中，近一半企业在考虑更换他们的申请人跟踪系统。此种趋势显示了企业从被动转向主动的雇用策略和更好地管理员工职业生涯周期的愿望，贝新联合公司人才招聘总分析师萨拉·怀特说。
As the economy improves, organizations that moved to decentralized recruiting models during the recession----by shifting hiring responsibilities to regional or local operations---- are turning back to centralized models, says Elaine Orler, president of the Talent Function Group.
随着经济的逐渐好转，企业已从经济衰退期间采取的将雇用任务转移到区域或地方的分散招聘模式回归到了集中招聘模式，人才功能集团总裁伊莱恩·奥勒说。
Retiring Baby Boomers Cost Large Manufacturers
More than half of the largest U.S. manufaturers----those with $ 1 billion or more in revenue----will be the hardest hit by skills shortages due to the retirement of current workers, costing each $100 million or more during the next five years, according to a tracking survey of 100 senior manufacturing industry executives completed in August by The Nielsen Co. for Advanced Technology Services Inc. Forty-five percent of the companies are encouraging their older workers to stay on the job. Half of the respondents had 11 or more open positions for skilled workers at the time of survey, and 53 percent said they were likely to outsource the positions. Maintenance and information technology positions were cited as most likely to be outsourced, with 48 percent of the respondents indicating that they would consider doing so. Another 27 percent reported that they might outsource HR as well.
员工退休潮将使大型工厂开支巨大
超过一半的美国大型工厂（年收入10亿美元及以上的企业）将会遭受因现有员工退休导致的人才短缺的重创，同时未来五年预测该项支出将达到1亿美元，据尼尔森高级技术服务公司8月份对100名制造业高管的跟踪调查显示，45%的企业鼓励年纪较大的工人继续留岗工作。50%的受访者所在企业在调查时都有11个及以上的技术工人职位空缺；53％的受访者表示他们可能会外包这些职位；维护和信息技术岗位被认为是最有可能外包的岗位，48％的受访者表示他们会考虑外包上述这些职位；另外27％则表示他们可能也会将人力资源岗位一并外包。
Criminal, Credit Checks Face More Scrutiny
犯罪记录，信用评级将面临新一轮审查
Some employers that use criminal background checks in hiring decisions are finding themselves the targets of lawsuits. A surge in disputes regarding credit reports also may be in the offing.
一些雇主根据对求职者的犯罪背景调查做出雇用决定，结果发现这种做法可能已经触犯了法律。一股关于信用报告争端的浪潮可能正在酝酿之中。
At least five major civil rights lawsuits challenging the use of criminal background checks were field in 2010 against large employers, according to a March report by the National Employment Law Project.
据《全美就业法律项目组》三月的报告显示，2010年至少有五起起诉大型企业雇主因调查犯罪背景侵犯职工民事权利的诉讼。
While the U.S. Equal Employment Opportunity Commission( EEOC) has stated that it’s illegal to bar someone from employment just because the individual has a conviction, Title VII of the Civil Rights Act of 1964 doesn’t wholly bar the use of criminal records in employment decisions, the report noted.
该报告称美国平等就业机会委员会（EEOC）曾指出，企业仅因某人曾有过犯罪经历就不雇佣是不合法的。1964年通过的民权法案第七章则写道，企业在做出雇佣决定时并非完全禁止参照员工的犯罪历史记录。
The EEOC has provided a framework for assessing criminal records when making an employment decision. An employer’s consideration may pass muster under Title VII if an individual assessment takes into account:
平等就业机会委员会为企业提供了做出雇佣决定时评估犯罪记录的参考框架。如果仔细推敲雇主的雇佣决定可能会符合第七章的要求：
· The nature and gravity of the offense or offenses.
· The time that has passed since the conviction or completion of the sentence.
· The nature of the job.
• 犯罪的性质和严重性
• 距离犯罪行为或刑期已满的时间
• 工作的性质
In addition, employers need to be alert to changes in state laws that might restrict the use of criminal background checks in hiring.
此外，雇主须警惕国家法律的变化，可能会全面禁止在雇佣中调查求职者的犯罪背景。
Employer’s use of job applicants’ credit histories in making hiring decisions has been attracting attention as well. For example, the EEOC last year sued Kaplan Higher Education Corp., a nationwide provider of post-secondary education, alleging that it discriminated against black job applicants by refusing to hire people based on their credit histories.
雇主根据求职者的信用记录作出雇佣决定也已经引起了社会的广泛注意。例如，去年平等就业机会委员会起诉了提供全国大专教育的卡普兰高等教育公司，称它对黑人求职者存在歧视，仅因其信用记录原因而拒绝雇用他们。
In light of the struggling economy, consumer advocates have criticized employers’ use of credit report, saying the practice unfairly keeps the unemployed out of the workforce. To date, at least six states-----Connecticut, Hawaii, Illinois, Maryland, Oregon and Washington---have passed laws limiting the use of credit report data for employment decisions.
鉴于当前经济陷入困境，消费者权益保护团体已经批评了雇主使用信用报告的做法，称这种仅因信用记录就将待业人员排斥出就业市场的做法有失公平。到目前为止，全国至少有6个州-----康涅狄格州，夏威夷州，伊利诺伊州，马里兰州，俄勒冈州和华盛顿州已出台法律，在做雇佣决定时禁止使用信用报告。
At the federal level, U.S. Rep. Steve Cohen, D-Tenn., earlier this year reintroduced a bill that would restrict employers’ use of consumer credit reports.
联邦政府层面，美国田纳西州众议员史蒂夫·科恩于今年早期又重提了一项议案，限制雇主使用消费者信用报告。
Meanwhile, an amendment to the federal Fair Credit Reporting Act places more disclosure requirements on employers that use credit scores. Most employers don’t use third-party scores; instead, they order background checks and credit reports. But if they do obtain credit scores, they must disclose to applicants the score and the name of the agency that provided the score.
与此同时，《联邦公平信用报告法修正案》对雇主使用信用评分有更多公开的资料要求。大部分雇主不使用第三方评分而是使用背景调查和信用报告，如果他们获得了信用分数，雇主必须向求职者公布得分结果并提供评分机构的名称。
趋势
Keep an eye on these trends identified by the Society for Human Resource Management’s Staffing Management Special Panel:
请关注这些由人力资源管理协会人员编制管理特别小组总结出的趋势：
Retention attention. Despite increases in companies’ productivity and profits, there have not been increases in personnel, building pressure on retention.
重视保留人才。尽管企业的生产率和利润增加了，但人员并没有增加，企业保留人才仍有一定压力。
War for talent. Recruiting activity has increased among companies trying to fill current openings.
人才争夺战。各公司为填补目前空缺职位的招聘活动有所增加。
Employee value proposition. Younger workers are looking for more nonmonetary returns such as higher engagement, social impact and work/life fit.
员工的价值主张。年轻的员工正在寻求更多非货币的回报，如高参与度，一定的社会影响力，工作要与生活相适应等等。
New fishing spots. Increased use of social media for applicant pools has shifted recruiting strategies away from job boards.
新的招聘方式。应用社会化新媒体的增加使招聘不再局限于工作台前。
Limiting commitments. Full-time employees are being replaced by contingent workers, including interns, as companies look to limit labor costs.
短期工。由于企业寻求限制劳动力成本，全职员工正在被‘应急工’所取代，其中也包括实习生。
Polishing the brand. Companies are putting an increased focus on candidate care and user experience for applicants.
塑造品牌。公司将更加注重求职者的感受和用户体验。
Sifting among plenty. Use of assessment tools has increased as companies look to hire the best talent from a larger pool of applicants.
筛选人才。企业希望从茫茫人海中选出最合适的人才致使评估工具的使用较以前有所增加。
Social Media’s Recruiting Powers Get a Boost
社会化媒体的招聘力度再次攀升
The use of social media as a recruiting tool is moving far beyond creating company Facebook pages and tweeting job openings.
社会化媒体作为企业的招聘工具，企业对其利用已经远远超出了创建公司的Facebook页面，在上面粘贴空缺职位的初级阶段。
Recruiters at an increasing number of companies are using social recruiting and candidate videos, enabling more stakeholders to comment on a particular candidate’s responses, says Mollie Lombardi, a human capital management analyst with Boston-based Aberdeen Research.
越来越多企业的招聘人员采用了社会招聘和应用求职者视频的模式，让更多的利益相关人对某求职者的表现发表评论，波士顿亚伯丁研究中心一名人力资本管理分析师莫里·隆巴迪说。
Others are integrating social recruiting tools with applicant tracking systems to help build connections with passive job candidates and those who might have already applied for one position but could be better suited for another.
也有一些企业正在使用具有申请人跟踪系统的社会招聘工具，以帮助建立与被动求职者，以及那些可能已经申请了一个职位但实际上更适合其他职位的求职者之间的连接。
Once a document management system, today’s applicant tracking system has morphed into hubs for services such as video interviewing, background checking, assessment testing and onboarding----and a link to social media sites.
曾经的文档管理系统——今天的申请人跟踪系统，它已然演变成了企业招聘：视频面试，背景调查，评估测试直至入职的中心服务，该系统也是与社会媒体网站之间的连接纽带。
Almost half of the 450 companies surveyed by Bersin & Associates earlier this year were considering replacing their applicant tracking system. Behind the push was a desire to shift from reactive to proactive hiring strategies and a desire to better manage the employment life cycle, says Sarah White, principle analyst in talent acquisition for Bersin & Associates, an HR research and consulting firm.
著名企业人才与学习研究机构贝新联合公司今年早些时候调查的450家企业中，近一半企业在考虑更换他们的申请人跟踪系统。此种趋势显示了企业从被动转向主动的雇用策略和更好地管理员工职业生涯周期的愿望，贝新联合公司人才招聘总分析师萨拉·怀特说。
As the economy improves, organizations that moved to decentralized recruiting models during the recession----by shifting hiring responsibilities to regional or local operations---- are turning back to centralized models, says Elaine Orler, president of the Talent Function Group.
随着经济的逐渐好转，企业已从经济衰退期间采取的将雇用任务转移到区域或地方的分散招聘模式回归到了集中招聘模式，人才功能集团总裁伊莱恩·奥勒说。
Retiring Baby Boomers Cost Large Manufacturers
More than half of the largest U.S. manufaturers----those with $ 1 billion or more in revenue----will be the hardest hit by skills shortages due to the retirement of current workers, costing each $100 million or more during the next five years, according to a tracking survey of 100 senior manufacturing industry executives completed in August by The Nielsen Co. for Advanced Technology Services Inc. Forty-five percent of the companies are encouraging their older workers to stay on the job. Half of the respondents had 11 or more open positions for skilled workers at the time of survey, and 53 percent said they were likely to outsource the positions. Maintenance and information technology positions were cited as most likely to be outsourced, with 48 percent of the respondents indicating that they would consider doing so. Another 27 percent reported that they might outsource HR as well.
员工退休潮将使大型工厂开支巨大
超过一半的美国大型工厂（年收入10亿美元及以上的企业）将会遭受因现有员工退休导致的人才短缺的重创，同时未来五年预测该项支出将达到1亿美元，据尼尔森高级技术服务公司8月份对100名制造业高管的跟踪调查显示，45%的企业鼓励年纪较大的工人继续留岗工作。50%的受访者所在企业在调查时都有11个及以上的技术工人职位空缺；53％的受访者表示他们可能会外包这些职位；维护和信息技术岗位被认为是最有可能外包的岗位，48％的受访者表示他们会考虑外包上述这些职位；另外27％则表示他们可能也会将人力资源岗位一并外包。
Criminal, Credit Checks Face More Scrutiny
犯罪记录，信用评级将面临新一轮审查
Some employers that use criminal background checks in hiring decisions are finding themselves the targets of lawsuits. A surge in disputes regarding credit reports also may be in the offing.
一些雇主根据对求职者的犯罪背景调查做出雇用决定，结果发现这种做法可能已经触犯了法律。一股关于信用报告争端的浪潮可能正在酝酿之中。
At least five major civil rights lawsuits challenging the use of criminal background checks were field in 2010 against large employers, according to a March report by the National Employment Law Project.
据《全美就业法律项目组》三月的报告显示，2010年至少有五起起诉大型企业雇主因调查犯罪背景侵犯职工民事权利的诉讼。
While the U.S. Equal Employment Opportunity Commission( EEOC) has stated that it’s illegal to bar someone from employment just because the individual has a conviction, Title VII of the Civil Rights Act of 1964 doesn’t wholly bar the use of criminal records in employment decisions, the report noted.
该报告称美国平等就业机会委员会（EEOC）曾指出，企业仅因某人曾有过犯罪经历就不雇佣是不合法的。1964年通过的民权法案第七章则写道，企业在做出雇佣决定时并非完全禁止参照员工的犯罪历史记录。
The EEOC has provided a framework for assessing criminal records when making an employment decision. An employer’s consideration may pass muster under Title VII if an individual assessment takes into account:
平等就业机会委员会为企业提供了做出雇佣决定时评估犯罪记录的参考框架。如果仔细推敲雇主的雇佣决定可能会符合第七章的要求：
· The nature and gravity of the offense or offenses.
· The time that has passed since the conviction or completion of the sentence.
· The nature of the job.
• 犯罪的性质和严重性
• 距离犯罪行为或刑期已满的时间
• 工作的性质
In addition, employers need to be alert to changes in state laws that might restrict the use of criminal background checks in hiring.
此外，雇主须警惕国家法律的变化，可能会全面禁止在雇佣中调查求职者的犯罪背景。
Employer’s use of job applicants’ credit histories in making hiring decisions has been attracting attention as well. For example, the EEOC last year sued Kaplan Higher Education Corp., a nationwide provider of post-secondary education, alleging that it discriminated against black job applicants by refusing to hire people based on their credit histories.
雇主根据求职者的信用记录作出雇佣决定也已经引起了社会的广泛注意。例如，去年平等就业机会委员会起诉了提供全国大专教育的卡普兰高等教育公司，称它对黑人求职者存在歧视，仅因其信用记录原因而拒绝雇用他们。
In light of the struggling economy, consumer advocates have criticized employers’ use of credit report, saying the practice unfairly keeps the unemployed out of the workforce. To date, at least six states-----Connecticut, Hawaii, Illinois, Maryland, Oregon and Washington---have passed laws limiting the use of credit report data for employment decisions.
鉴于当前经济陷入困境，消费者权益保护团体已经批评了雇主使用信用报告的做法，称这种仅因信用记录就将待业人员排斥出就业市场的做法有失公平。到目前为止，全国至少有6个州-----康涅狄格州，夏威夷州，伊利诺伊州，马里兰州，俄勒冈州和华盛顿州已出台法律，在做雇佣决定时禁止使用信用报告。
At the federal level, U.S. Rep. Steve Cohen, D-Tenn., earlier this year reintroduced a bill that would restrict employers’ use of consumer credit reports.
联邦政府层面，美国田纳西州众议员史蒂夫·科恩于今年早期又重提了一项议案，限制雇主使用消费者信用报告。
Meanwhile, an amendment to the federal Fair Credit Reporting Act places more disclosure requirements on employers that use credit scores. Most employers don’t use third-party scores; instead, they order background checks and credit reports. But if they do obtain credit scores, they must disclose to applicants the score and the name of the agency that provided the score.
与此同时，《联邦公平信用报告法修正案》对雇主使用信用评分有更多公开的资料要求。大部分雇主不使用第三方评分而是使用背景调查和信用报告，如果他们获得了信用分数，雇主必须向求职者公布得分结果并提供评分机构的名称。
