What are the recruitment theories?

Recruitment, the most important thing is the interview. The interview methods commonly used in modern human resource management mainly include the following:

1, structured interview

Also known as standardized interview, it refers to a systematic and structured interview method for a series of questions (elements), test scoring standards, scoring methods and score use involved in the interview before the interview. One of the main requirements of structured interview is that candidates applying for the same position should take the same interview questions and use the same evaluation criteria. According to the candidate's answer performance, the interviewer makes corresponding evaluation on his relevant ability and quality. Generally, interviewers ask questions according to established procedures and questions, and the examination questions are often carefully designed and arranged in a certain order, such as examining job-hunting motivation, communication ability, communication ability, reaction ability, thinking mode and emotional control ability in turn. You can also examine two elements in the same topic.

2. Unstructured interview

According to the purpose of the investigation and the resume of the candidate, the interviewer will ask random questions from person to person, and sometimes he may have a deep understanding of a certain problem and ask challenging questions.

3, many people to participate in small group interviews

A group of interviewers from relevant departments formed a group to ask questions from all aspects. The final survey result is also the average score of the results given by each interviewer.

4. One-to-many interviews

An interviewer interviews multiple people at the same time, which usually happens when there are a large number of applicants. He may ask only one question, but ask all candidates to give their own answers. Candidates who often answer questions later need to think more.

5, no leading group interview

This kind of interview was dubbed "gang fight" by Tsinghua University. A group of 5~ 10 strangers will complete a team task according to the requirements specified by the interviewer, including discussing a contradictory proposition, building blocks and giving a solution to the case. Interviewers can listen in, but don't make any comments, or record with a video camera.

Situational interview

Ask candidates to simulate some specific situations of job requirements or give solutions. Including official document basket test and other specific forms.

6. behavioral event interview

Judge one's ability, experience, etc. By asking about your key behaviors under certain conditions. In Bay, interviewers generally follow the star principle to ask questions (see Figure 5. 1). That is, the situation-what happened to the candidate at that time, the task-the main task or responsibility of the candidate at that time, the action-the specific behavior taken or not taken by the candidate, and the result-the result or change caused by the behavior.