Recruitment Skills In Personnel Recruitment Process

Recruitment skills in personnel recruitment process

How to identify whether an applicant is lying or not.

We can judge from the following aspects:

First, observe the facial expressions and facial expressions of the other person, whether they are natural and affectionate.

Second, whether oral expression is fluent or not.

Whether the response to general questions is reasonable or not.

Third, do you have a moderate eye contact with the interviewer and no fright.

Eyes are the windows of one's soul, and eyes can reveal real attitudes and thoughts.

Fourth, whether the statement is true or not.

Can it be expressed objectively and rationally?

Fifth, is it calm and easy to answer special questions?

For example, dealing with emergencies or emergencies.

Sixth, for the conditions required by the enterprise to request the position, whether it can give specific examples from past experience, rather than simply guarantee or commit itself to do and cooperate fully.

Finally, visit specific behaviors or events to fully grasp the attitude, skills and adaptability of the candidates to solve problems.

And we need to combine the problem setting.

The differences between subjects are aimed at individual characteristics, teamwork, learning ability, dedication, special achievement and physical fitness.

For school recruiting students, it is mainly based on school performance, activity participation, work experience, learning experience, family education and growth background.

Social partners tend to focus on workplace experience, reasons for leaving job, reasons for seeking employment, specific achievements in work, hobbies, self-learning growth and stress relief skills.

The form of recruitment from one to one, one to many, many to many, to the leaderless interview method, contains rational and perceptual art.

It is worthwhile for the interviewer to study and design how to find entries, how to pry and close the applicants, how to master the time and skills to answer questions.

A good opening can bring more tacit interaction. It not only relieves the tension of candidates, but also improves the effectiveness of recruitment.

The most important thing in the interview process is how to master time and how to quickly summarize and evaluate the interview.

Therefore, each group of interviewers must make a clear division of tasks, quantify the content of the interview, and score each answer for each candidate, and finally score the total score.

In addition, the majority decision should be adopted in many aspects, and the number of candidates in each group can be determined according to the proportion. The interviewer judges the material according to the objective score. After the vote, the majority of people decide and choose the most, and the disputed candidates can be discussed, reached a consensus and recorded the key points to make the final decision.

In the process of recruitment, we should try to show a professional and humorous, rigorous and relaxed way. In addition to getting twice the result with half the effort, we can also disseminate the brand image and reputation of the enterprise without any effort. In fact, many enterprises will enter the campus to carry out the recruitment activities in a big way. This is also a great opportunity to publicize the company's idea and product value. How to create a good impression and image in the selection process will test the professional charm and brand tension of every recruitment worker.

Campus recruitment has the following characteristics: a large number of candidates, unable to carry out all interviews, candidates lack of work experience, it is difficult to determine the quality, candidates do not have a clear career orientation and goals, job seekers in a wide range of areas, it is difficult to organize examinations together.

Therefore, the problems to be solved in campus recruitment are thinking about how to select excellent talents, how to optimize the recruitment process and control the recruitment cost, how to pay attention to and confirm the internal policies and regulations so as not to be able to recruit after the selection, and how to avoid the phenomenon that the applicant is stepping on many boats.

In the final selection of posts, we must remember to confirm that the number of Posts and the distribution of duties are in line with the actual needs of the development of enterprises.

At the same time, in order to prevent the applicant from giving up work for some reason, part of the quota should be retained to replace the vacancy of the post.

Finally, confirm the official appointment time with the enrollee, so as to avoid losing the qualification due to academic achievement, failing to meet the standard of health examination, or failing to apply for leave before the previous job, resulting in waste of resources.

For enterprises, it is necessary to attract real people.

To join the team, we must rely on a group of elite troops to take the lead and quickly identify key employees in the market competition. Therefore, enterprises must also set strict evaluation indicators for the interviewer, such as certain industry service experience and contingency skills, and carry out professional training for them, so that they can better enhance their work, and become the best pushing force for enterprises to tap talents, cultivate talents and create talents.