How to improve the interview pass rate in the recruitment process

Now more and more enterprises really feel that talent is the decisive factor for the success or failure of enterprise profits. Especially at the end of this year, all enterprises are recruiting to ensure that the enterprise foundation will last forever in the coming year. Due to various problems in recruitment, it is impossible to find talents suitable for their corporate culture, resulting in great waste of material and human resources. Here are some suggestions and methods to avoid common problems in the recruitment process for your reference.

First, improve the interview pass rate. First of all, you must ensure that the source of talents is true and reliable. You need to ensure the quality through formal and deadly talent networks, such as Worry-Free Future, Zhaopin, ChinaHR.com, First Talent Group, cjol, etc.

Second, after the initial screening, job seekers who come to interview should do the following five things:

1, the purpose of the interview should be clear: before the interview, the interviewer should determine the purpose of the interview, the focus of the interview and the extent to which the company information is disclosed to the candidates. And there must be a clear concept.

2. The interview criteria should be specific: this can be said to be the decisive factor for the success of the interview. Many enterprises can't recruit people, often because there are no specific interview criteria to follow and there are too many subjective factors. In order to improve the accuracy of interview criteria, it is suggested (1) that enterprises should establish a selective quality model (that is, the behavior samples of excellent employees), extract evaluation indicators from the selective quality, and then ask targeted interview questions. (2) Score the evaluation indicators, and if different grades give different scores, make a scoring table. According to the final score of each candidate as the basis for selection.

3. The interview should be systematic: some enterprises are too casual in the recruitment interview process, and neither the interview process nor the interview outline has been formulated, so it is impossible to systematically examine the comprehensive quality and real ability of candidates, resulting in unsatisfactory final results.

Solution:

(1) Design a well-structured interview process before the interview, and all the processes are seamlessly connected.

(2) In order to ensure the effectiveness of the interview, a perfect interview outline should be made in advance according to the requirements of the recruitment position: in what order should the interview be conducted, what tasks should be completed at each step, what information should be obtained, and all aspects should be considered in the process of making the interview outline.

4. The design of interview questions should be reasonable: don't let candidates describe their abilities, characteristics, personality, etc. Because there is no way to investigate the authenticity; Don't ask multiple-choice questions, so it's easier to guess the interviewer's intention and then answer.

5. The interviewer should eliminate prejudice: it is necessary to strengthen the training of the interviewer, ask him to master the relevant evaluation skills and grading standards, and do a good job in ideological education at the same time to avoid the influence of subjective psychology on the interview results, such as the first cause effect (first impression), the halo effect (evaluating other aspects according to the advantages and disadvantages of one aspect) and the psychology similar to mine (such as coming from the same town and studying in the same school).

To sum up: it is not so simple to find talents suitable for enterprise development now, which not only tests the ability of job seekers, but also tests the ability of interviewers. It is particularly important to improve the quality and ability of interviewers. I hope my summary above can help you.