We are a high-tech enterprise. There was no special human resources department before, and the recruitment work was done by the department manager. The process is chaotic and there are many problems. For example, five new employees were recruited in May, and the vice president saw it and thought it was all good, but in the end only 1 person reported it.
In July, the company established the human resources department according to the development needs. In order to understand the recruitment problem, our HR interviewed all the people who were hired by the company but didn't show up within half a year and the new employees within one year, and learned the following problems: Some interviewers thought that the department manager had a high attitude during the interview and didn't respect the interviewer; Some interviewers feel that the company's interview is unreasonable, and they start to do exam questions when they arrive at the company, but they don't do interview communication; Some interviewers think that the company's interview is unprofessional, and all the questions the interviewers want to know have not been answered.
So, how does HR make the department manager a qualified interviewer?
First, choose the right person to be the interviewer.
Interviewer is an important role in recruitment, which requires recruiters not only to have the ability of interview communication and evaluation, but also to influence the interviewer's final choice. The interviewer should do a good job in the recruitment interview, mainly in the following three aspects:
1, make preparations before the interview. Understand the job requirements of recruitment and clarify job responsibilities. Judge the resume provided and choose the right person as the interview object.
2. Use communication interview skills to communicate with the interviewer. Through communication and questioning skills, we can have a structured understanding of the interviewer's past work ability and performance.
3, according to the job responsibilities, team, company requirements, judge the interviewer's competence, determine the preferred personnel.
In addition, in the selection of interviewers, senior colleagues in the department are generally considered, who can make accurate judgments on their professional ability, work experience and post competence.
Secondly, do a good job in the interview.
How to make the department manager a qualified interviewer is exactly what the landlord said about setting up the human resources department. According to the normal human resources recruitment process, before formal employment, the applicant should meet with the department manager of the application department. Of course, this is when the human resources department has completed the previous workflow.
1, the human resources department should communicate well with the department manager so that the department manager can understand the benefits of recruiting a qualified person. You can't just grab a candidate.
2. The department manager will have a job soon after the applicant joins the job, so it is necessary to clearly inform the department manager to look at the newcomers who are about to join the job from the perspective of colleagues.
3. The department manager can use various interview methods, but he must cooperate with the human resources department. And adopt a system to repair it.
4. As an independent accounting unit, recruitment expenses need to be clearly divided, and recruitment also needs expenses.
Finally, let the interviewer know how to examine the candidates.
Interview is a purposeful way to exchange information between the interviewer and the applicant. Through good interaction, recruiters can obtain sufficient information, effectively examine the communication and reaction ability of candidates, and make correct decisions in the recruitment process. It is not only a science, but also an art. Through the interview, we can get information related to personal behavior and work from the candidates, so as to judge whether the candidates meet the job requirements of the company, and decide whether to hire based on the high degree of matching between the two parties.
First, we should observe and understand the temperament and appearance of the candidate to see if it is suitable for the target position;
Second, through the communication and observation of candidates, we can understand the confusion in the description of resumes, further verify the authenticity of resumes and understand whether they are honest;
The third is to understand the candidates' communication, reaction and ability to resist pressure.
The fourth is to help understand whether the applicant really has relevant knowledge and skills. (This part is taken from the book Matching: Cases, Skills, Systems and Practices of Human Resource Management by Tsinghua University Publishing House. Author: Kong)
Summary: Excellent interviewers are trained.
In a newly established company, the boss must first have the concept of human resources, otherwise everything else is empty talk. It doesn't matter if the company is chaotic at first, but since the human resources are here, we should slowly sort out our own processes, and at the same time strengthen the study and exchange of the experience of other interviewers and support each other to do this job well.