({B)}Background Information({/B)} Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and inhouse recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews. Agency types The recruitment industry has four main types of agencies. Their recruiters aim to channel candidates into the hiring organizations application process. As a general rule, the agencies are paid by the companies, not by the candidates. Traditional Agency Also known as employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s books. Recruitment consultants then work to match their pool of candidates to their clients’ open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a temporary("temp")or permanent("perm")basis. Headhunters A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. In-House Recruitment Larger employers tend to undertake their own in-house recruitment, using their human resources department. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment. Passive Candidate Research Firms/Sourcing Firms These firms provide competitive passive candidate intelligence to support company’s recruiting efforts. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. These firms usually charge a per hour fee or by candidate lead. ({B)}Google Recruitment Drive({/B)} One of the founding fathers of the Internet will tour the UK to recruit engineers for Google. Vint Cerf will be visiting universities around the country in support of Google’s recruitment drive. Cerf was hired by Google in September as an Internet evangelist. Google admitted that it was having difficulties recruiting developers and would be targeting students and engineers. "We are actively recruiting engineers in London for our new RD centre," Google told ZDNet UK. "Vint Cerf is here in London to support that drive and will be visiting a number of universities to stimulate interest among students. Engineering is at the very heart of what we do at Google―we use innovative technology to help solve complex problems," it continued. "The great paradox of the digital world is that as more and more information comes online, the harder it becomes for people to find what they want. By using the best engineering talent available Google ensures that users can find the most relevant information, and communicate it to their family, friends and colleagues," Google added. Google’s London-based European RD centre opened in November 2005. The GooglePlex hosts an engineering office, and functions as a strategic centre where the company can develops new ideas. It is also helping Google in its expansion into Europe. Omid Kordestani, vice-president of business development and sales for Google, told ZDNet UK in November that Google was keen to expand its global reach. "Thirty percent of our revenues come from outside the US. My aim is to get it to the same level as our usage, which is 50," Kordestani said. Kordestani added that Google was particularly interested in benefiting from the UK’s wireless expertise, describing it as "light years ahead of the US". Google told ZDNet UK it would also be recruiting wireless experts. Cerf is known as an Internet founding father for his role in developing packet switching networks and TCP/IP. ******** Google recruiting secret Well, I have heard time and time again, and experienced myself, that getting a job at Google is a long, slow, frustratingly mysterious process that takes weeks, if not months, in most cases. Typically, you’ll submit a résumé for a position, get called two months later for an entirely different position, get a phone screen, then two weeks later get another phone screen, or maybe an on-site, but they’re still not sure, so you’ll get another interview, and each time there’s a week or two delay until the recruiters and hiring managers can complete their meetings, and before they can send you a job offer, your case will be reviewed by Larry① and Sergey.② They are very very careful to hire only the very best and brightest. I think it was Marc Anderson who said that if you start hiring sucky people, they will go and hire more sucky people, and ultimately they will all conspire to destroy your organization. Back at Tellme, we were told to only ever hire people we thought were smarter than ourselves, but that seemed problematic, given that a lot of the first few employees were from MIT. But there is a shortcut to the Googleplex, if you follow the Official Google Blog. The secret Replace your cover letter with a "love note" explaining how, unlike everyone else, you actually worship Google so much that you have a Google T-shirt. Then, go surfing in Mexico. Then, when you return you’ll immediately get a phone screen, followed the next day by an on-site interview, followed the next day by a job offer. I would like to think that Trisha Weir got hired because she was exceptionally skilled. Google’s ideal employees are smart people who are sufficiently insecure that they will work hard to prove themselves. It seems that Trisha knows her stuff, and she was willing to demonstrate fanatical loyalty up front, and maybe they really needed to fill that position immediately. To be fair, I once scored a job the same way. I was really impressed with the customer service at EnterAct, an ISP in Chicago in the mid 1990s. I wrote in saying that they rocked and that I’d love to help and learn, and asked if they’d hire me as a summer intern. Got the job. And while EnterAct was a lot less picky about who they hired than Google, there’s a good expression to bear in mind: Find work that you love so much that you’d do it for free. And do it well enough that someone will pay you anyway. The secret is love. Or, at least love notes. Or, especially if you’re looking at Google, getting a T-shirt ahead of time so that you’ll look like a good "culture fit" at the on-site.(When I visited, it seemed that about 1/3 of Google employees were wearing Google T-shirts.)Notes ①Larry: Google 创始人之一，现任产品总裁 ②Sergey: Google 创始人之一，现任技术总裁({B)}Exercises({/B)}Which of the following is true according to the passage A．The recruitment industry has five main types of agencies.B．The stages in recruitment include sourcing candidates by interviews.C．The agencies are paid by the candidates, instead of the companies.D．The recruiters aim to direct candidates towards the hiring organizations application process.