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What problems do you often encounter in recruitment?

First, see the micro-knowledge, grasp the cultural adaptability of candidates

Enterprises should identify with corporate values as the primary criterion for recruiting employees. If they don't agree with corporate values, then no matter how strong their ability is, recruitment is useless. The recognition of corporate values is actually a question of cultural adaptability of candidates. For an individual, working in a certain environment is like sowing seeds in soil with a suitable climate. For enterprises, it is related to whether people can be recruited, retained and used; On the other hand, recruiting employees who don't agree with the corporate culture will be followed by negativity and loss, which will inevitably lead to endless troubles and injuries.

To examine the cultural adaptability of candidates, we should pay attention to the following aspects: first, the recognition of corporate culture, second, the dedication to the post, and third, the adaptability to the enterprise system. These things are hidden in the heart and superficial, so it is necessary to master the recruitment skills, comprehensively use a variety of recruitment skills, and accurately measure and evaluate them. In the specific recruitment practice, it can be carried out through resume screening, interview, interview, written test evaluation and many other links. For example, through resume screening, we can know their basic information, growth experience, and then check their talent, diligence, organization, coordination, conduct and so on. Resume screening must first eliminate careless resumes. Face-to-face communication is a necessary procedure for successful recruitment, sometimes more than once. Interview can help us understand and solve many recruitment problems, but we should also pay attention to "insincerity". Language is generally processed by the brain, and the information learned through language does not correspond to the real heart, so don't trust dialogue too much. Using scales, questionnaires and other means can better examine the applicant's integrity, professionalism and so on. Questionnaire survey is a relatively simple way. Generally, some open questions can be set, involving the applicant's family, life, hobbies, value orientation and so on. For example, the question about campus recruitment design can be: "Who has the greatest influence on your growth?" "What is your favorite literary work?" "How do you design your career?" Wait a minute. This method is simple to operate, intuitive to judge, can be carried out through the network, easily accepted by candidates, and can be used freely.

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Second, pay attention to inspection and grasp the job adaptability of candidates.

Job adaptability mainly refers to knowledge, ability, skills and experience. The applicant is qualified for this job. This is also an important aspect that needs to be investigated in the interview. Job adaptability can be achieved through the investigation of basic ability and professional level. Basic abilities include observation, judgment, logical thinking, coordination and communication. According to different positions, the requirements are different. Specifically, there are the following points: First, the ability to analyze and solve problems. The second is communication skills. That is, the ability to deal with interpersonal relationships, communication skills are very important for working in management positions. The third is management potential. That is to observe whether candidates can actively do something that others have not done, whether they are successful, and whether they participate in some public welfare activities. The fourth is personal image. That is, the maturity of the candidate, whether he thinks calmly and maturely, whether he is full of vigor, ambition and revenge. The fifth is the overall academic performance and academic performance. Dialectically speaking, academic performance is not the most important. For example, students with rich social work will definitely affect the energy of cultural learning. However, enterprises will not recruit candidates who can't even master the basic knowledge, because the grades also reflect the students' intelligence level, diligence, learning methods and professional interests. Of course, observing candidates' learning ability potential through grades, that is, learning ability, should also be considered as much as possible in campus recruitment. Campus recruitment should try to realize the investigation and understanding of their professional interests through the investigation of grades, papers, achievements, awards, employment status of associations and professional experience (internship experience), the examination of their graduation thesis, design topics and level, the examination of their professional course scores and the understanding of their close relationship with professional teachers.

Three, accurate judgment, grasp the candidate's personal characteristics and team adaptability.

Examining the characteristics, personality, adaptability to the leader's personality and team style of the candidate will directly affect the candidate's future work enthusiasm, professionalism and satisfaction, and then affect his work performance. Incorrect configuration, such as two people with conflicting styles and mismatched personalities, is very difficult. Instead of being complementary, 1+ 1

Fourth, comprehensively balance and choose the most suitable talents.

Job adaptability determines the starting point of work, that is, whether you can work, while corporate culture and team adaptability determine the end point of work, that is, whether you can work for a long time, which is the principle basis for comprehensive balance to decide whether to hire. Through the above comprehensive evaluation, we can understand the matching degree of candidates with enterprises, positions and teams step by step, especially through the scale, realize quantitative scoring and provide direct data basis for recruitment. Finally, through comprehensive balance, the encirclement of recruitment is narrowed, and suitable personnel are determined for campus recruitment. So as to achieve recruitment, retention and use, and recruit suitable talents for enterprises.