學(xué)校外教招聘工作失敗的原因有什么？

　　首先，學(xué)校與外教在面試后沒有進(jìn)行及時的溝通。一般學(xué)校會收到很多外教的求職，外教也會向很多學(xué)校提交offer，如果不能進(jìn)行及時的溝通，從而耽誤了外教招聘的最佳時機。我們經(jīng)常會遇到這樣的情況，學(xué)�？赡軐σ晃荒刚Z外教有很強的聘用意向，而這位母語外教卻對其他更高薪資的學(xué)校感興趣，結(jié)果，因為沒有及時的溝通，學(xué)校沒有招到心儀的外教，外教也沒有得到滿意的offer。這就造成了兩敗俱傷的局面。

　　First of all, the school and foreign teachers did not communicate in time after the interview. General schools will receive many foreign teachers' job applications, and foreign teachers will also submit offers to many schools. If they can't communicate in time, the best time for foreign teachers' recruitment will be delayed. We often encounter such a situation that the school may have a strong intention to employ a native speaking foreign teacher, but the native speaking foreign teacher is interested in other higher paid schools. As a result, because there is no timely communication, the school does not recruit a favorite foreign teacher, and the foreign teacher does not get a satisfactory offer. This leads to a situation in which both sides lose.

　　所以，遇到合適的外教，學(xué)校要及時的與外教進(jìn)行溝通。以便能早日達(dá)成合作。

　　Therefore, when meeting the right foreign teachers, the school should communicate with them in time. So that cooperation can be reached at an early date.

　　其次，有些學(xué)校沒有外教招聘經(jīng)驗，不熟悉外教簽證辦理流程。

　　Secondly, some schools have no experience in recruiting foreign teachers and are not familiar with the visa process for foreign teachers.

　　很多學(xué)校在給外教辦理工簽的時候，認(rèn)為辦理起來會很容易，也不需要中介機構(gòu)的協(xié)助，于是就出現(xiàn)了學(xué)校對辦工簽文件不是很熟悉，提交資料一次次的出錯，也不能與辦公人員很好的進(jìn)行溝通，從而耽誤了外教辦理簽證的時間，或者是其他的認(rèn)證資料過了有效期的情況，致使外教不能轉(zhuǎn)聘。

　　Many schools think that it will be very easy to handle the work visa for foreign teachers, and they don't need the assistance of intermediary agencies, so they are not very familiar with the work visa documents, and they can't communicate with the office staff very well, which delays the time for foreign teachers to handle the visa, or other certification materials have passed the validity period As a result, foreign teachers can not be transferred.

　　從這一點可以看出，選擇一家正規(guī)的外教中介機構(gòu)合作，可以省去很多不必要的麻煩，從而極大的提高外教招聘的速度。

　　From this point, we can see that choosing a formal foreign teacher agency cooperation can save a lot of unnecessary trouble, thus greatly improving the speed of foreign teacher recruitment.

　　再次，學(xué)校在招聘外教的過程中，一味的壓低外教的薪資。

　　Thirdly, in the process of recruiting foreign teachers, the school blindly lowers the salary of foreign teachers.

　　學(xué)校在招聘外教時，都會有一個薪資范圍，有些學(xué)校為了節(jié)省聘外資金，一味的壓低外教的薪資要求，想用盡量低的薪資聘請到高質(zhì)量的外教。有些因為薪資問題與外教爭執(zhí)不休，一點點的加價，有些學(xué)校雖然答應(yīng)給外教高的薪資，但在實際執(zhí)行起來卻讓外教接受不了，導(dǎo)致外教資源流失。

　　When recruiting foreign teachers, schools always have a salary range. In order to save money, some schools blindly lower the salary requirements of foreign teachers and want to employ high-quality foreign teachers with as low salary as possible. Some schools have been arguing with foreign teachers because of the salary problem, and they increase the price a little bit. Although some schools promise to give foreign teachers higher salary, they can't accept it in practice, which leads to the loss of foreign teachers' resources.

　　所以，學(xué)校在進(jìn)行外教招聘時，要重視一些招聘中的細(xì)節(jié)，一方面，學(xué)校在與外教進(jìn)行溝通時，要注意溝通的方法和技巧;另一方面，學(xué)校要依據(jù)市場價格給外教一個合理的薪資定位;還有最重要的一點就是與一家正規(guī)的外教中介機構(gòu)合作，從而能很好的完成外教招聘的任務(wù)。

　　Therefore, when recruiting foreign teachers, schools should pay attention to the details of recruitment. On the one hand, when communicating with foreign teachers, schools should pay attention to the methods and skills of communication; on the other hand, schools should give foreign teachers a reasonable salary position according to the market price; And the most important point is to cooperate with a formal foreign teacher agency, so as to complete the task of foreign teacher recruitment.