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广州金融翻译公司:华尔街借助机器甄别忠诚员工

作者: 来源: 日期:2016/9/8 8:43:02

Wall Street uses matchmaking tests to find graduates truly in love with banking

华尔街借助机器甄别忠诚员工

 

广州金融翻译公司:各银行正求助于行为特征描述来遴选毕业生,希望拓宽招聘的高校范围,并减少随后跳槽至对冲基金的新员工人数。

 

Wall Street is turning to behavioural profiling to select graduates, as banks hope to widen the range of colleges they hire from and reduce the number of recruits who quit to join hedge funds.

华尔街正求助于行为特征描述来遴选毕业生,各银行希望拓宽其招聘的高校范围,并减少随后跳槽至对冲基金的新员工人数。广州金融翻译公司。

 

Deutsche Bank this month introduced a screening system for some US graduates, designed by a Silicon Valley firm that works with Airbnb and LinkedIn. Amid a scramble to find talent from non-traditional backgrounds, Citigroup is also testing behavioural profiling across its US investment bank and Goldman Sachs is piloting its own version.

德意志银行(Deutsche Bank)本月面向一部分美国大学毕业生启用一套筛选系统,该系统由一家与Airbnb和领英(LinkedIn)等公司合作的硅谷公司设计。随着各银行竞相物色非传统背景的人才,花旗集团(Citigroup)也在其美国投行部门试验行为特征描述,高盛(Goldman Sachs)正在试运行自己的版本。

 

Deutsche now requires candidates applying for US corporate finance roles to complete a 20-minute behavioural test designed by Koru. Their results are compared with an ideal profile based on the test results of the bank’s best performing junior staff. Koru can also set the results of Deutsche’s top juniors against a database of about 30,000 students who applied to other companies. Most are from colleges where banks do not typically recruit.

德银现在要求申请美国企业融资职位的候选人完成由Koru设计的20分钟行为测验,测试结果然后会被拿去与该行表现最佳的初级员工的测验结果进行比对。Koru还可以把德银最优秀初级员工的测验结果与一个数据库进行比对,该数据库含有向其它公司求职的大约3万名学生的资料。他们当中多数人来自银行通常不招聘的高校。广州金融翻译公司。

 

Noel Volpe, the Deutsche Bank managing director running the project, said the system was intended to deliver “a candidate who matches certain traits that resonate here with our best and brightest people”.

负责该项目的德银董事总经理诺埃尔•沃尔普(Noel Volpe)表示,该系统旨在发现“具备我行最优秀、最聪明人才身上的某些特征的候选人”。

 

He believes the recruits identified by the new tests will be better bets for the bank than the Ivy League candidates that banks traditionally fight over. These candidates often felt “no loyalty”, Mr Volpe said. “I don’t want the person who’s going to come here, [then] interview at a hedge fund six months in.”

他相信,与各银行通常竞相争夺的常青藤大学候选人相比,新的测验为该行识别出的招聘对象将更合适。沃尔普表示,常青藤大学的毕业生往往没有忠诚意识。“我不希望有人到这里来,六个月后又去某家对冲基金面试”。广州金融翻译公司。

 

Among other approaches being tried by the big banks are JPMorgan’s 48 “virtual recruiting sessions” this year at colleges it does not visit physically, and Goldman Sachs’ move to eliminate on-campus interviews at target schools.

各大银行还尝试了其它方式,如摩根大通(JPMorgan)今年在其招聘者不亲临的高校举行了48场“虚拟招聘会”,而高盛取消在目标高校安排校园内面试。

 

Credit Suisse has been using virtual recruiting for graduates since 2010 and, in some countries, hires up to a third of its intake this way. “This effort means we aren’t limiting ourselves in terms of talent sources, but rather attracting a much broader group of students,” said Andrea Tolchinsky, head of global campus recruiting at Credit Suisse.

瑞信(Credit Suisse)2010年起采用虚拟方法招聘毕业生,在某些国家以这种方式招聘三分之一的新人。“这方面的努力意味着我们不会局限人才来源,而是吸引更广泛的学生群体,”瑞信全球校园招聘主管安德烈亚•托尔钦斯基(Andrea Tolchinsky)表示。

 

广州金融翻译公司

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