What are the requirements for companies to recruit employees now?

The company’s requirements for recruiting employees: (mainly based on the specific position)

(1) Good personal qualities and accomplishments

What the recruiter needs The qualities they possess not only reflect their personal accomplishments, but more importantly, they represent the characteristics of the organization and organizational culture, and are symbols of corporate culture. They can reflect the organizational style. The examiner's performance, his reaction, even just an expression, will affect the interviewer's mentality and performance. I read on the Internet that some students wrote that they went for an interview and found that the interviewer was still wearing casual clothes, which made them feel bad - because they went there wearing very good suits. I think the most important thing as an examiner should be to respect others. Dress formally and be punctual. Recruiters must have impartial, fair and objective qualities, be able to listen to opinions different from their own, and give objective evaluations, so that each applicant can feel the value of each other when contacting them, so that the job fair will have a good public effect. It requires recruiters to be fair, conscientious, honest and enthusiastic.

(2) Possess multi-faceted abilities

1. Strong working ability. Work ability includes having rich professional knowledge and work experience, being good at handling various interpersonal relationships, being able to skillfully use various interview techniques, mastering corresponding personnel evaluation techniques and methods, and having abundant energy, etc. If the recruiter does not have strong working ability, he will not be qualified for the position of recruiter and will not be able to do this job well.

2． Strong adaptability. Adaptability includes being good at handling and coordinating interpersonal relationships, being able to skillfully use various skills and being flexible in dealing with various types of applicants. When communicating with applicants, one should be good at using knowledge about interpersonal relationships and one's own keen perception of interpersonal relationships to judge the applicant's ability to handle interpersonal relationships. Any job is bound to involve human interaction to some extent. Therefore, the evaluation of a person's ability to handle interpersonal relationships has become an important indicator of interview evaluation elements. Examiners often encounter some unexpected problems during the interview process. If they lack the necessary adaptability, they will be at a loss when facing sudden problems and don't know how to deal with them; but these sudden problems often involve some major issues, which need to be dealt with. If it is not good, it will have a big impact. Therefore, recruiters must have strong adaptability and responsiveness to improve the effectiveness of interviews.

3. Coordination and communication skills. Recruiters need to be in contact with the human resources market, advertising media and various media. They must express themselves clearly through conversations, reports, letters, etc., and express the company's requirements for candidates. And because internal recruitment has become more and more popular, recruitment not only has a relationship with the outside world, but also has a close relationship with the company's existing employees. Therefore, coordination and communication skills are becoming increasingly important.

4． Observation skills. Recruiters also need to know and understand all aspects of the applicant in a short period of time, and they need to observe people's expressions and body language. Therefore, they also need to have strong observation skills. Sony's Akio Morita became famous for his extraordinary insight in identifying baritone actor Norio Ohga. By chance, Akio Morita discovered that Nori Oga, whom he had just met, knew some business methods and had various potentials as a manager. Oga's musical attainments were also useful to the company, so he decisively hired him to work in the recording department. A year later, he was promoted to general manager of the recording department and product planning department, and nine years later, Oga was promoted to president of Sony Corporation. 5. Good self-understanding ability. Psychological research believes that people are always accustomed to evaluating others based on their own standards. As a recruiter, if you don't have a sound and accurate understanding of yourself, you won't be able to judge candidates fairly, fairly, and accurately. Must have the ability to avoid the influence of relatives, friends, emotions, etc.

(3) Have professional knowledge and high psychological quality. As a recruiter, to correctly evaluate the applicant's ability and knowledge, you must first have the necessary professional knowledge. The knowledge that recruiters should possess includes two aspects: First, the knowledge structure applicable to various departments and positions is assessed, that is, basic knowledge such as psychology, personnel management, talent science, and applied mathematics.

The second is to have the professional knowledge needed to evaluate a certain industry type of work. The recruiter should be someone who is very knowledgeable about the business of the applicant's position and has a certain degree of authority. In this way, you can better communicate with the candidates during the interview and make correct evaluations of them. Sometimes, using professional knowledge is also an interview technique, which can be used to eliminate unqualified candidates, save time for interviews, and save energy for recruiters. In addition to the above basic qualities, recruiters should also have rich experience and comprehensive assessment techniques.