Graduate recruitment has a growing role. But companies need to know whether their recruitment staff who interview candidates for jobs really know what they're doing.

毕业生的招聘的作用越来越大。但是公司需要知道，与面事应聘者面试的招聘人员是否真的知道他们正在做什么。

Carl Gilleard ,chief executive of the Association of Graduate Recruiters(AGR), acknowledges that in a perfect world, the people who recruit graduates would have been in the role for some time building up workplace knowledge. He says the reality is that the high turnover of graduate recruitment managers in most blue chips means there is little continuity in how companies operate. " There's the difficulty in maintaining important contact with university careers departments, for example" he explains, "you need a depth of understanding to appreciate where the company is coming from and how it's progressing."

毕业生招聘协会(AGR)的首席执行官Carl Gilleard, 在一个理想的世界里，招聘毕业生的人员应该在一段时间内积累工作知识。他说现实情况是，大多数蓝筹股中毕业招聘经理离职率很高，这意味着公司的持续运作方式几乎没有连续性。“比如说，和大学职业规划部门保持重要的联系非常困难。他解释道，”你需要有一个深度的了解公司从何而来，如何发展。

We can identify two specialisms within the recruiters' role. Those that work on the recruitment and selection side need traditional human resources(HR) skills such as good interviewing technique, observation, common sense, objectivity, patience and listening skills. But increasingly there are those who take a strategic view and look more widely at how their company is represented in the marketplace. It's a clear advantage if you can identify with your target audience.

我们能够在招聘人员的角色种找出两个专业领域。那些在招聘和选拔方面的工作人员需要有传统的人力资源的技能，比如说良好的沟通技能，观察力，基本常识，客观性，耐性和聆听能力。但是越来越需要招聘人员有战略眼光，更广泛的看到他们公司在市场中的地位。如果你能识别出你的目标受众，很明显这是一个优势。

Many young members of middle management are seconded into HR for a year because their firms feel they can identify with job-seeking graduates. Yet in an industry that has been revolutionised by the internet, privatised career services and rocketing numbers in higher education, it is questionable how relevant these managers' experiences are. Some high-fliers see a secondment to HR as a sideways move; a firm's HR function might not carry the same kudos as, say, the finance department, although obviously the recruitment and retention of staff is of crucial importance.

许多年轻的中层管理者被借调到人力资源部门一年因为他们公司认为他们能够辨别那些正在找工作的毕业生。但是已经被互联网，私有化的职业服务和高等教育激增的颠覆行业里，这些经理的经验与相关性值得质疑。一些有抱负的人认为被借调至人力资源部门是一种横向调动; 虽然一个公司的人力资源职能也许没有财务部门那样的荣耀，但是招聘和留住员工至关重要。

Georgia de Saram, specialising in graduate recruitment at a law firm, is one of a new breed of young dynamic recruiters who see HR as their vocation rather than a transitory career move. "I was attracted to the profession because I enjoy working with people and it's an obvious follow-on from my anthropology degree" she says,"In this capacity, you get to know people and they know you even though they might not know other people in the firm" As a recruiter, she sees herself as the interface between graduates and the firm that's looking to attract them. "It's such a tug of war between law firms for the best trainees--often they'll turn you down in favour of an offer they've received from elsewhere. You need to be good at marketing your firm, to know what interests graduates and how you can reach potential employees, whether that's through virtual law fairs or magazines'

Georgia De Saram是一家律师事务专门从事毕业生招聘工作，她是新一代的年轻而充满活力的年轻招聘者中的一员，他们将人力资源视为他们的职业，而不是暂时的职业发展。我被这个职业所吸引因为我喜欢和人打交道，这是我人类学学位的一个明显的延续。她说，"在这个职位上，你需要认识人，即使他们可能不认识公司中的其他人，他们也会认识您。"作为一个招聘者，她将自己视为毕业生于吸引他们公司之间的接口"。律师事务所对于最优秀的受训者来说，这是一场拉锯战。通常他们会拒绝你，从而接受来自其他方的邀请。你需要擅长营销你的公司，了解是什么吸引他们并如何招聘到潜在的应聘者，无论是通过虚拟的法务会议还是通过杂志的宣传。

A recent AGR survey suggests that the sectors in which there is less turnover of graduate recruitment managers are more successful in recruiting the graduates they want. The legal sector's sophisticated understanding of the market, for example, means they manage to recruit exactly the right number of trainees despite intense competition and thousands of applications. The people recruiting seem to build up a specialism and then pass on their knowledge and expertise to those new to the graduate recruitment sector.

一个近来的毕业生协会调查研究显示毕业生招聘经理流动率较低的行业在招聘他们想要的毕业生方面更加成功。例如，法律界对市场的深刻理解意味着，尽管竞争激励，但他们仍能在成千上万的申请人中招聘到合适的人员。招聘人员似乎建立了一项专长，然后将其知识和专业技能传授给了刚进入招聘领域的人。

Jackie Alexander, an HR partner at Pricewaterhouse coopers, feels that HR professionals are finally reaching board level and receiving the sort of acknowledgement they deserve. “They are judged by the value they add to the business. ” she says," and, as a professional services firm, the right people are our biggest asset." As Georgia de Saram points out:" From our company's point of view, if I can't establish a rapport with a candidate and bring out their best, it might not be just their future but also ours that is at stake"

普华永道的人力资源合伙人Jackie Alexander认为人力资源专业人士最终将达到董事会级别，并应该得到他们的认可。"他们是根据他们给企业带来的价值来判断的"她说，同时，作为一个专业的服务公司，合适的人员是我们最大的资产。Georgia De Saram指出，“从我们公司角度来看，如果我不能与候选人建立融洽的关系并发挥出他们最佳的水平，那么可能不仅仅关乎他们的未来，也关乎我们的未来。”