The qualities that recruiters should have and the preventive measures.

Recruiters are the window for all candidates to contact the company. The professional ethics of recruiters not only embodies personal accomplishment, but also represents the image of the company. In addition, recruiters will also encounter bribes and temptations from some candidates or intermediaries. If you are not careful, you will fall into a whirlpool and regret it for life. Therefore, recruiters should not only keep the company's personnel secrets and the basic information of candidates, but also maintain an honest and objective consciousness.

Second, the ability of organization and coordination.

Recruitment is inseparable from the support and cooperation of other departments of the company, which often involves many people and things. Not only should we make an appointment with the interviewer and arrange the meeting room, but we should also coordinate the situation that the applicant suddenly breaks the appointment, the interviewer has something to do temporarily and the meeting room is occupied. Therefore, recruiters need to have certain organizational and coordination skills.

Third, communication and expression skills.

Recruiters should be able to accurately, clearly and vividly introduce the enterprise and business situation to candidates, and answer all kinds of questions raised by candidates accurately and skillfully. At the same time, recruiters also need to contact with the talent market, advertising media or media, and express themselves through interviews, telephone calls, emails and other forms to express the requirements of enterprises for candidates. Therefore, the recruitment of professionals needs to have good communication and expression skills.

Fourth, listening ability and affinity.

In the interview process, an excellent recruiter needs to be good at finding the point of convergence with the candidate, speak, and quickly become one with the strange candidate, so that he can open his heart and show his true side. Moreover, we should always grasp the "1-9 principle", be an active listener and give appropriate guidance. Therefore, recruiting professionals requires good listening ability and affinity.

Verb (abbreviation of verb) learning ability

Recruiters should not only be proficient in psychology, human resource management and other knowledge and tools, but also understand the business processes of business departments. Only in this way can we quickly find job seekers who match the vacant positions in personnel selection. Therefore, recruiting professionals requires good learning ability.

In psychology, it is necessary to grasp the meaning behind some facial expressions and behaviors of candidates in the interview process. For example, eye contact represents friendliness, sincerity, confidence and decisiveness, and yawning represents boredom.

Interview tools in human resource management include using assessment tools, asking more leading questions (guiding candidates to say) and asking questions by using the STAR (scenario-task-action-result) principle.

Business process, you can extract the main points before the interview, including the knowledge, skills, abilities and wishes that the position needs to master.

Sixth, the ability to control emotions.

The performance of general recruiters can be directly quantified, which is often not recognized by company leaders and business departments. Once the recruitment is not timely or there are mistakes, it will inevitably be accused by business departments or leaders. Therefore, recruiters need to have certain good emotional adjustment and control ability.