On the effectiveness of recruitment interview from a cognitive perspective

In today's society, recruitment has gradually become one of the topics people talk about every day. Enterprises through recruitment, screening

Choose the right people to serve the company and strengthen its competitive advantage in the industry. And the recruitment interview is a kind of recruitment.

The effectiveness of the most important link in this process plays a decisive role in the success of recruitment.

Recruitment interview is a cognitive process. In the interview process, the recruiter's work ability,

Knowledge level and quality form cognition, and candidates form a preliminary understanding of the company through contact with recruiters.

Step cognition. However, in this process, due to the universal role of social and psychological laws, some stimuli will affect the production of interviewers.

The special reaction of students greatly reduces the effectiveness of the recruitment interview.

For example, in the process of recruitment interview, some recruiters will have an illusion about the selective performance of candidates.

They ignore their expectation to impress the interviewer, avoid exposing their shortcomings and defects, and sometimes even praise them.

The behavior of strengthening one's own advantages eventually leads to the formation of the first cause effect; Some recruiters will interview the whole job.

Candidates in the back, especially those in the back, have a good memory and ignore the candidates in front, which is similar to cognition.

Recency effect in the process.

For another example, some recruiters will form a fixed understanding of a candidate because of a certain point, thus falling into various kinds.

Common cognitive traps. Similar to the resume trap, high education and high ability are positively related, reflecting the good impression on fellow villagers.

Partial prejudice against people in a certain area, personal disagreement with a certain point of view or interest, resulting in conflicts.

Self-centeredness and so on,

These misunderstandings can lead recruiters to ignore other aspects of candidates.

The so-called halo effect is formed, which affects the final judgment of recruiters. There are also some recruiters whose decisions depend not only on

Well-designed interview procedures and common methods will also rely too much on the relevant knowledge obtained in the past because of the inertia of thinking.

Knowledge and experience, so there is a strong subjectivity in the process of choice, forming a stereotype effect.

To sum up, only from the cognitive point of view, recruiters should try to avoid objective,

Cognitive misunderstandings and cognitive errors caused by subjective and situational factors objectively affect the applicant's knowledge.

Level, ability structure, personality characteristics, occupational adaptability and other aspects of evaluation, comprehensive consideration of the social definition of talent.

Considering the importance of social rules, finally make a judgment on whether to hire. As a candidate, you should learn how to choose people.

Know your weaknesses, and show your Excellence as much as possible while observing social morality and rules.

Face, finally stand out among many candidates and get the position you want.

The complexity of human motivation and behavior leads to the inevitability of cognitive errors and cognitive traps.

It's everywhere. Therefore, no matter which side of the recruitment interview, we should attach importance to analyzing its effectiveness from a cognitive perspective.

Improving the effectiveness of problem recruitment interview can reduce the time spent by companies on recruiting personnel and improve enterprises.

Efficiency is also beneficial for candidates to find their place in society as soon as possible, so as to maximize their advantages and serve the society.

Will contribute something.