摘 要
本文概述了企业招聘选拔的基本流程和方法，并探讨了招聘过程中常见的偏见问题及其对策。招聘选拔作为企业获取人才的重要途径，涉及广告发布、推荐招聘和招聘网站等多种方式。然而，性别偏见、年龄偏见和种族偏见等问题在招聘过程中屡见不鲜，这些偏见不仅损害企业声誉，也影响招聘公正性和人才质量。为解决这些问题，本文提出明确招聘标准和职位描述、建立年龄友好型企业文化以及考虑采用匿名招聘方式等对策。这些策略旨在消除招聘偏见，提高招聘效率和人才质量，为企业构建更加公正、高效的招聘选拔机制提供参考。
关键词：企业招聘选拔；性别偏见；解决对策
Abstract
This paper summarizes the basic process and method of enterprise recruitment selection, and explores the common bias in the recruitment process and its countermeasures. Recruitment and selection, as an important way for enterprises to acquire talents, involves advertising, recommending recruitment and recruitment websites. However, issues such as gender bias, age bias and racial bias are common in the recruitment process, which not only damage the corporate reputation, but also affect the fairness of the recruitment and the quality of talent. To solve these problems, this paper proposes countermeasures such as clarifying recruitment criteria and job desc ription, establishing age-friendly corporate culture and considering anonymous recruitment. These strategies aim to eliminate recruitment bias, improve recruitment efficiency and talent quality, and provide reference for enterprises to build a more fair and efficient recruitment and selection mechanism.
Key words: Enterprise recruitment and selection; gender bias; solutions
目 录
一、引言 1
二、企业招聘选拔相关概述 1
（一）招聘选拔的定义 1
（二）招聘选拔的基本流程 1
（三）偏见形成的心理学基础 2
三、当前企业招聘选拔的方法 2
（一）招聘广告 2
（二）推荐招聘 3
（三）招聘网站 3
四、企业招聘选拔中的常见的偏见问题 4
（一）性别偏见 4
（二）年龄偏见 4
（三）种族偏见 5
五、解决企业招聘选拔偏见问题的对策 5
（一）明确招聘标准和职位描述 5
（二）建立年龄友好型企业文化 6
（三）考虑采用匿名招聘方式 6
结论 6
参考文献 7
致谢 7
