我国高校如何从传统招聘向有效招聘飞跃——胜任力冰山模型及人才测评方法组合应用研究

How to Achieve the Leap from Traditional Recruitment to Effective Recruitment in Domestic Universities——Study on the Joint Applications of the Competency Iceberg Model and Talent Assessment Methods

目前我国大部分高校在招聘教师时主要是通过阅读应聘者的简历、档案、查看相关证书、安排试讲等方式，确定其能力水平，据此决定是否录用。这种传统的教师招聘方式确实比较简单易行，但衍生了不少问题。如果高校在招聘教师时能结合自身实际，建立教师岗位胜任力冰山模型，并组合运用适当的现代人员素质测评方法，就可以很好地解决传统的教师招聘方式带来的问题，从而实现从传统招聘向真正有效招聘的飞跃。

While recruiting new teachers, most of the domestic universities and colleges at present mainly adopt the traditional way （that is, firstly looking through the resumes and files of the applicants, then examining relevant certificates and credentials and finally arranging trial--lectures） to judge the capability of the applicants and decide whether to hire them or not. The traditional way of recruiting new teachers is indeed easy to do. However, there are many problems deriving from it. If only universities and colleges could involve their own practical situations into the recruitment, set up a competency iceberg model for the teaching positions, and jointly apply appropriate modern personal quality evaluation methods, then the problems brought about by the traditional recruitment could be well solved, thus a leap from traditional recruitment to effective recruitment could be realized.