對於世界各地的組織，在不同國家甄選員工已經成為一項值得關注的議題。甄選員工的方法因國家地區而有所不同，因此認知甄選新員工時，何為其正確的工具、法理上的知識及規定，對於當地經理人是相當重要的。本研究從法國、英國及美國的甄選人員方法進行分析，試圖提供國際組織最適合的甄選方法，進而甄選到最適合的人才。藉由大量的文獻探討以及個人的訪談，本研究可以得出有深度的分析，及廣度的建議，針對各國對於甄選人員提供不同的方法及建議。本研究以Pöttinger Maschinenfabrik GmbH為研究個案。Pöttinger Maschinenfabrik GmbH是一家對在法國，英國和美國甄選員工有相當興趣的國際性組織。研究顯示，三個國家甄選員工的共同方法有嚴謹的訪談和個人資料查核。然而其不同的地方在於問題的種類，甄選過程的時間長度或是需要進行甄選的次數。在法國及美國，甄選中心是很普遍的，而筆試在英國和美國是很常見的方法，但個人的社群網站及筆跡是不被採用在評量或參考的項目中，因為這未必是正確客觀的資訊。因為每個區域都有針對甄選人員不同的方法，所以對於負責相關事宜的經理人而言，清楚知道哪些方法適用於那些地區以及實務上的操作，是相當重要的。只有如此，適才適所的情況才有可能發生。

Selecting employees in various countries is becoming a task to master by many organizations worldwide. Employee selection methods differ across countries, thus making is necessary for local managers to be aware of the exact requirements and legalities concerning recruitment. This thesis looks at the different employee selection methods in France, the United Kingdom and the United States of America in order to support international companies in finding the best possible candidate. By conducting intense literature research and personal interviews a profound analysis of the various employee selection methods and a recommendation of best practices for each country could be made. Pöttinger Maschinenfabrik GmbH, an international organization interested in employee selection in France, the UK and the US, serves as a case study. Findings show that common methods conducted in all three countries are structured interviews and reference checks. However, significant differences in the usage of these practices, such as type of question, duration of assessment or number of replications were found. Assessment centres are widely used in France and the US, selection tests are found to be a popular practice in the UK and the US, while social media screening and graphology cannot be recommended in recruitment due to their lack of validity. Due to the significant differences of employee selection methods in the various countries it is essential for managers in charge of talent to be highly familiar with a country’s best practices and their application in reality. Only then selecting the right person for the right job is possible.

Thesis Verification Letter i
Chinese Abstract i
English Abstract iii
1. Introduction 1
1.1. Problem and Motive 1
1.2. Purpose of thesis 2
1.3. Research question 3
1.4. Structure 3
2. Literature Review of employee selection methods 4
2.1. Interviews 4
2.1.1. Advantages and disadvantages of interviews 4
2.1.2. Types of interviews 6
2.2. Selection tests 11
2.2.1. Types of selection tests 12
2.2.2. Advantages and disadvantages of selection tests 15
2.3. Assessment centre 17
2.3.1. Advantages and disadvantages of assessment centres 19
2.4. Graphology 20
2.5. Reference checks 21
2.6. Social media screening 22
2.6.1. Advantages and disadvantages of social media screening 22
2.7. Effectiveness of selection methods 23
3. Methodology 25
3.1. Secondary research 25
3.2. Primary research 26
4. Case study 28
4.1. Company introduction 28
4.2. Case introduction 28
5. Analysis of employee selection methods in France, the United Kingdom and the United States of America 30
5.1. Employee selection in France 30
5.1.1. Laws affecting recruitment 30
5.1.2. Various types of selection methods in France 31
5.1.3. Recommendation 39
5.2. Employee selection in the United Kingdom 41
5.2.1. Laws affecting recruitment 41
5.2.2. Various types of selection methods in the UK 42
5.2.3. Recommendation 49
5.3. Employee selection in the United States 52
5.3.1. Laws affecting recruitment 52
5.3.2. Various types of selection methods in the USA 54
5.3.3. Recommendation 63
6. Conclusion 65
References 68

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