Zeng Yu Hui
Gold, three silvers and ten silvers are the two peak periods of enterprise recruitment. It's March, which is the peak of job-hopping in the workplace. At the same time, many college students who are about to graduate have joined the army of job hunting. Facing all kinds of candidates, how should the recruitment department of an enterprise choose the most suitable talent for itself?
Resume screening
The biggest difficulty in recruitment is how to fully understand the information of candidates, and then screen and select them. Resume is a bridge between the recruitment department and the first-time job seeker. Therefore, visitors should be able to view valid data from institutions. Nowadays, the recruitment department often receives hundreds of resumes, and the amount of work to screen resumes becomes very large. At this time, the interviewer should master how to quickly find the preparation suitable for the job requirements. First of all, it is necessary to clarify some necessary conditions of the position, such as academic qualifications, professional skills, work experience, etc., so as to quickly find more qualified candidates. After the first round of screening, the examiner will conduct a second round of screening. This time, the examiner will find the information he wants to know from his resume. Because the resume has its limitations, the interviewer will also mark what information is not reflected in the resume, so as to learn more through communication during the interview.
Talk face to face with sb.
Interview is the most important link in the recruitment process and the key to directly examine the interviewer's ability. Here, the interviewer needs to have three necessary skills.
1, cultural skills. If you want to know the information of candidates, you need to keep asking questions. Just to make questions more targeted and effective, you need the interviewer to have the skills to ask questions. In the process of training for other enterprises in Tao Tao International, it is found that many interviewers always ask some open-ended questions, which are relatively broad, leaving a lot of room for the candidates to answer, so that they can't understand their true abilities. The questions should be specific and clear, so as to examine the ability of candidates and prevent candidates from publishing false information.
2. the skill of distinguishing authenticity. During the interview, candidates often exaggerate some information, so the interviewer must have the ability to distinguish the authenticity of information. It can usually be achieved by asking questions constantly, but it may bring too much pressure to the candidates and may also cause disgust. Sometimes the truth can be seen by the examinee's movements, expressions or eyes.
3. adaptability. There are all kinds of applicants, so a lot will happen during the interview. If the interviewer lacks the ability to deal with all kinds of candidates, the interview may be dominated by candidates. Sometimes it is obviously the interviewer who asks the candidate questions, only to find that the candidate is torturing the interviewer. Resilience requires the interviewer to have an accurate judgment on the candidate's personality and know how to deal with this type of candidate.
grade
After the interview, you need to give the candidate a score and choose the most suitable candidate according to the score. The human resources department should have a clear and detailed scoring standard. When setting standards, the human resources department should insist on choosing the most suitable candidate, not the best. "A good rabbit can't catch mice like a cat." Therefore, when formulating grading standards, we must first look at whether candidates and positions fit. When grading, it needs to be judged according to the applicant's existing ability. Sometimes when the most suitable candidate can't be found, or when each applicant's strength is similar, it is necessary to judge the applicant's ability: which ability can be improved through short-term training; What needs long-term training to improve; What conditions are difficult to change? In this way, the most suitable candidate can be selected.