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Four Theories Of Successful Recruitment

2011/9/21 15:19:00 45

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Recruitment is a routine work in human resource management.

It is an important link for the company to enrich "new blood" and form an organic cycle.

Well done, it can form "catfish effect" to maintain the vitality of the company's workforce.

Poor grasp, mud and sand, fish and birds, wasting recruitment costs and opportunity costs, causing obstruction to the development of the company.

Through many years of human resource management practices, I have accumulated some experience in recruitment, and now I would like to talk about it for my colleagues to discuss.

Method 1: skillfully borrowing TCM theory

Recruitment focuses on "hope, smell, ask and cut".

He who looks, looks at his form.

That is to see the external image of the applicant.

Applicant

Obscene appearance

If you are poorly dressed, you can first define discomfort as a manager.

During the interview, you can hold your arms tightly or hold your arms or knees together, and you can also spy on the candidates for defensive answers.

The listeners listen to their voices.

The person who presided over the interview should be the master of inducement. The wise person who listens to listening should be good at listening to the applicant.

If you ask, you need to go all the way to the interviewer and ask the interviewer.

Cut is to focus on the theme, interview is not away from the purpose, the key to the position.

Method two: clever use of funnel theory

Recruitment is about "tailoring".

Funnel is wide and narrow, with holes at the bottom.

This hole is exquisite.

When the hole is small, the material can not be lowered, and all the sand leaked is sand. When it is too large, the big beads and small beads drop the jade plate, which can not play the role of filtration.

In my opinion, the conditions for recruitment must be clearly defined. No small monk (low level job) should be invited to the high monk (senior talent). This is a waste and can not keep people.

You can't have 42 yards of shoes for your kids to wear, which is a great challenge.

Method three: skillfully borrow Iceberg Theory

Recruitment is fastidious.

Philosophical theory requires the essence to be seen through phenomena, and recruitment is the same.

In the recruitment, it is very difficult for a human resource manager to know a person through a surface contact and a question and answer in just a few minutes.

We often see peacocks in the moment of display, is the tip of the iceberg, how to understand the interviewer's deep ability is the most important.

It may be better to borrow the written examination questions and psychological assessment.

For the important

Management post

When time permits, you can also chat with the applicant with boundless and boundless air.

What is often hidden in the deep sea is what is often revealed in inadvertent information.

Method four: clever use of "bucket fight" theory

Recruitment is about tit for tat.

The author used a "bucket fight" in recruiting a sales manager. At that time, the two candidates were equally capable of making decisions.

So I asked two candidates to fight against each other, and I came to see a tiger in the mountains. (of course, the way of fighting was decided by me), and finally achieved good results.

Recruitment can be regarded as a game of chess, and it can be regarded as a war.

It can not only spread the enemy's hands, but also keep the pace steady and steady.

Sometimes, it is also easy to borrow the enemy's power and conquer the foreigners.

The above method, if can

Flexible application

The effect will be good.

But remember, the training of human resources managers (or recruiters) must be enough.

If you are only three amateurs, but you will be able to go to a professional six and eight, you may not be able to do anything. But remember an old saying "gentlemen are different, but they are good at things."

If you are able to practice things well, you are also a recruiter.