本站首席记者李振群报道 跨世纪人才研究院一向认真学习，注重提高自身的综合素质，充分发挥院内的积极性，在人力资源的开发和晋级方面踏上了新的高度。罗俊同志主要在以下几方面做到新的突破：⊙跨世纪人才研究院人员对岗位透彻了解，准确地向求职者介绍岗位的主要职责和任职要求。跨世纪人才研究院HR体验式地熟悉每一个岗位，以便出色地工作。⊙跨世纪人才研究院认真听求职者的介绍。面对在国有企业里的求职者，跨世纪人才研究院面试的时候说的很少，听得很专心，特别在介绍企业情况、岗位的发展路径、对某项业务的理解，等等时最到专业精诚，真正用来了解求职者的时间非常长，对求职者建档跟踪服务式管理，对求职者作出全面、真实的判断，{zh1}才对推荐否作出评估。⊙跨世纪人才研究院非常尊重求职者。这样的现象在研究院内实在是太普遍了，据我所知，包括很多知名的大型企业都或多或少注意这一类问题，比如，通知所有求职者在同一个时间到达，实际上{zh1}一个接受面试的人可能要等上2个小时以上，这种不正确的做法在研究院罗俊决不让其发生，他要求面试者和求职者在同一个时间到达，甚至于面试者早到。还有的则是在面试过程中罗俊决不准许不停地接电话，因为这样使得求职者的思路被打断。跨世纪人才研究院决不让求职者感觉到招聘者是在做一种施舍……这样的现象决不让其发生！⊙跨世纪人才研究院全面综合按用人单位客观地判断求职者的标准。⊙跨世纪人才研究院非常注意自身形象。决不让员工在面试时翘个二郎腿，决不让员工坐在老板椅上晃啊晃的现象发生。⊙跨世纪人才研究院决不让员工故意卖弄。⊙跨世纪人才研究院决不草草结束面试。通常是给求职者提问的机会、或者是对求职者提出的问题做客观分析作答等等。跨世纪人才研究院受中国人力资源开发指导委员会的邀请后，更加深入地进行人力资源的研究，罗俊在接受记者采访时表示非常感谢指导，并强调要以业绩回报中国人力资源开发指导委员会。

Li Zhenqun, chief reporter site group has been seriously reported in Talent Education Research Institute study, to focus on improving their overall quality, and give full play the enthusiasm of hospital, in human resources development and promotions set foot on a new level. Luo Jun, mainly in the following areas comrades to do a new breakthrough: ⊙ Talent Education Research Institute staff a thorough understanding of the job, and accurately describes the job responsibilities and positions of the main office requirements. Talent Education Research Institute of HR experience, familiar with every post type for excellent work. ⊙ Talent Education Research Institute introduce job seekers to listen carefully. The face of job seekers in the state-owned enterprises, Talent Education Research Institute of the interview when he was little, listened very attentively, especially to introduce some circumstances, post the development path, on the understanding of a business, and so the most to professional sincerely, and truly to understand the job very long, on file with tracking service-type job management, job seekers a comprehensive, real judge, coming last to assess whether the recommendation. ⊙ Talent Education Research Institute has great respect for job seekers. This phenomenon is so widespread within the Institute, and as far as I know, including many well-known large enterprises are more or less attention to this kind of problem, for example, to inform all applicants arrive at the same time, in fact, the last One person interviewed may have to wait two hours or more, this is not the right thing not allowed to occur in the Institute Luo Jun, he requested an interview and job seekers arrive at the same time, even the interviewer early to . Others in the interview process is allowed to keep LUO JUN not answer the phone, because it makes the job of thinking to be interrupted. Talent Education Research Institute will never let job seekers feel that recruiters are doing a kind of charity ... ... This phenomenon will not make it happen! ⊙ Talent Education Research Institute of comprehensive and integrated by the employer to objectively determine the applicant's standard. ⊙ Talent Education Research Institute paid great attention to its image. Not the staff in the interviews Alice were his legs, not the staff sitting in the boss's chair Akira Akira ah phenomenon. ⊙ Talent Education Research Institute of the staff will not deliberately show off. ⊙ Talent Education Research Institute of the end of the interview never hasty. Question is usually the opportunity to job-seekers, or for job-seekers to do an objective analysis to answer the question and so on. Talent Education Research Institute of Human Resource Development by the Steering Committee of China's invitation, has in-depth study of human resources, Luo Jun in an interview said he was grateful to the guide, and stressed the need to return to the performance of Chinese Human Resource Development Steering Committee.