Inside Asian Gaming

IAG AUG 2021年8月 亞博匯 106 COLUMNISTS A MODEL OF INTEGRATED RESORT RECRUITMENT BEST PRACTICES AND PROCESSES has been developed, modified and refined in many jurisdictions over the years. A tried and tested model of IR Recruitment Best Practices and a solid 10 Step Recruitment Process is outlined below: IR招聘最佳實踐和流程的模型 多年來已在不同的司法管轄區經歷發展、修改和完善。以下是一個久經考驗的 IR 招聘最佳實踐模型和可靠的招聘流程十步曲： Online application completion – to ensure basic technological input ability (most workplace roles require ability to use some form of technology). 完成網上申請—保證候選人的基本科技及輸入能力 （大多數工種都需要僱員懂得使用某種科技形式） Personality profile aptitude assessments – to determine if a natural fit exists between the candidate’s psychological personality profile and the ideal range of the position applied for (ideal job profile ranges for dealers, housekeepers or sales executives will vary considerably). 性格傾向評估—評估候選人的心理性格特徵與其所申請職位的條件是否自然契合 （莊荷、管家或銷售主管的理想條件便存在很大差異） Automated in-person HR interview scheduling. 自動安排面對面的招聘面試日程 Automated telephone or online screening – to eliminate non-eligible candidates due to age, legal right to work or other reasons. 自動電話或網上篩選—淘汰因年齡、合法工作權利或其他原因而不符合條件的候選人