How can we recruit suitable talents?

In the recruitment of talents, we must first make clear a premise: whether to choose the best or the most suitable for the enterprise. Some people may think that the best talents can bring more innovation and value to enterprises. Moreover, in fact, the best talents are often out of tune with the enterprise environment after layers of examination and screening, and sometimes their performance seems to be average. In the end, they leave with all kinds of unsatisfactory choices, and the time and cost of the interview and evaluation are wasted. If the emergence of a situation may be just a coincidence, and you are always in such a dilemma as the recruitment manager of an enterprise, then we have to reflect on the way of selecting people in the enterprise. The research shows that only the most suitable person can well identify with the corporate culture and give full play to his enthusiasm and creativity. So, how to recruit the most suitable talents for enterprises? Corporate culture is accompanied by its own economic prosperity, gradually formed and established in production and operation, and deeply rooted in the minds of every member of the enterprise as a unique spiritual achievement and concept. It is impossible for employees who don't agree with corporate culture to actively create value for the enterprise, and it is difficult to settle down in the enterprise. As a recruiter of an enterprise, you need to have a good understanding of the company's goals, strategies, culture and values, and use this as an important basis for evaluating candidates in the recruitment process. The evaluation of enterprise development stage and external environment is also a very important aspect of enterprise external environment evaluation. When the external environment of an enterprise is complex and changeable, its employees must have keen insight and the ability to learn, analyze and solve problems quickly. Only in this way can employees adapt to the changes in the external environment and make correct judgments on the problems they face. In the recruitment process, the hiring manager of an enterprise usually designs interview questions according to the job analysis and description, but these questions can only provide information about the job content, but can't know what behaviors are needed to do a good job. For example, the job description of the customer service manager mentioned: "This position should manage and train production personnel." But there is no mention of what qualities a customer service manager needs to manage and train production workers. Managers may need to have the ability to guide and plan, excellent communication skills, and be able to give and receive feedback. Therefore, in addition to values and technical ability, recruiters also need to evaluate a series of other comprehensive qualities of candidates. The communication between the two parties is a two-way selection process, which is not only the evaluation and selection of candidates by enterprises, but also the evaluation and selection of candidates by enterprises. Recruitment is to let the right people come to work in the company. In the process of communicating with applicants, in order to attract outstanding talents, recruiters often talk about the positive factors of work and company, while whitewashing the less attractive reality. They don't help candidates objectively evaluate the fit between personal skills and work and organizational goals, which makes candidates have too high expectations for the company. In the recruitment process, the "spiritual contract" signed by the applicant and the company will be far from the actual feelings in the future work, which will easily lead to employee turnover. Therefore, in the process of communicating with candidates, the personnel manager should adopt the principle of openness and introduce the company objectively and truly. Let candidates really understand the possible career development path of individuals in the company. When the candidate has an objective and true understanding of the company, the candidate will make a choice that is suitable for both the individual and the company. This may make the company lose a small number of excellent candidates, but it will help the company recruit people who are really suitable for the company.