| dc.description.abstract | In the fierce competitive hi-tech industry, all firms demand more employees, no matter in qualitative or quantitative. Therefore, how to recruit appropriate candidates is top priority for all the firms in the industry. According to Hitt, Ireland, and Hoskisson (2001), employee is the most important assets in the organization, and it is also the foundation of the competitive advantages. Thus, If the firm could recruit appropriate candidates through interview and estimate her/his performance in the future, it will become the unique competitive advantage of the firm.
The company in the case-study is established in 1996. The number of employee in Taiwan is around three hundred and fifty , in Asia is around five hundred and fifty. The company has overcame several challenges and hit the top several times in the past fifteen years. In order to recruit the appropriate candidates, in the past six years, the company has applied ‘The Society Relationship Behavior Mode Examination’ to assist the chair interviewers have better understand in character of the candidates. However, this tool does not have sufficient data to support in the company, it has been questioned by the management team. As a consequence, the research is trying to find the connection between ‘The Society Relationship Behavior Mode Examination’ and the performance. The data is collected from the employee who has been tested and current stay in the company. The sample size is one hundred and twenty four employees. The expectation of the research is to provide the result to the company as a reference to modify the recruiting tool.
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