In today's society, why do enterprises recruit workers through examinations, interviews or diplomas?

Matters needing attention in enterprise recruitment (turn) 1. Pay too much attention to academic qualifications and despise candidates' ability. As long as you look at the job advertisements, almost all the job advertisements have academic qualifications (to be honest, under the exam-oriented education system, people with academic qualifications are really not very capable! )。 In this way, it is easy to "catch" people who have the ability and no education. I once met a man who didn't graduate from primary school, but he can not only be a mechanic, but also design and independently complete the design, installation and acceptance of large equipment. Some even have an unreasonable fascination with academic qualifications, desperately pursuing high academic qualifications, and even ordinary operators require technical secondary school education or above! It can be said that it is a waste of resources, and it can also be said that it is a kind of discrimination. But it doesn't mean that you don't talk about academic qualifications at all. Recruiters need to be able to identify candidates, not subject to academic qualifications. 2. Pay too much attention to experience and ignore the potential of candidates. Some enterprises always want to start working right away, so it is not only a kind of discrimination, but also narrows the scope of enterprises' choice to require candidates to have work experience and turn away some potential candidates who have just left school (saying "you have no experience" to get rid of things). In fact, in the long run, human potential is more important than experience. Experience only represents the past, and potential reflects the future (as for how to examine the potential of candidates, it is HR's responsibility). Experience is also very important for enterprises, but don't blindly pursue one person's experience (I think recruiters in enterprises must have seen the phenomenon of fraudulent experience in resumes). It is more important for enterprises to find potential people than those with experience and no potential! This is also one of the places that reflect the value of human resource management. 3, too much emphasis on professionalism, considering too few skills. In particular, some state-owned enterprises require that majors must match, and less consideration is given to the skills and interests of candidates. For some technical ones, professional requirements should be considered. However, due to various reasons, some people are forced to study a major they don't like, and it is possible that their best skills are not in their own major (especially some candidates with work experience). If we overemphasize professional counterparts, we may lose a talent. A friend of the author once worked as the director of the general manager's office in a state-owned enterprise for nearly a year. As soon as I heard that he studied mechanics, I asked him to design in the design department. As a result, he chose to leave because his interests and hobbies were not mechanical design. Therefore, we should also consider whether the recruitment is professional, but it should not be too rigid. It is necessary to decide whether to hire according to the actual situation of the candidate. 4. only pay attention to recruiting people, regardless of candidates. Some enterprises are always in a state of shortage of human resources while recruiting people. One of the reasons is that they don't care enough about the new recruits. Anyone who enters an enterprise for the first time has an adaptation problem, and needs to adapt to corporate culture, rules and regulations, work style, interpersonal relationship, hardware and so on. If they can't adapt, it should be difficult to keep people. Therefore, caring, helping and following up should be a part of human resource management after people are recruited into the enterprise. Of course, we should follow up selectively, otherwise the workload is very heavy. 5, the pursuit of high education, less consideration of matching. Some enterprises desperately pursue high education, often requiring graduate education or above! In human resource management, we should choose the right person to do the right job. It is not that the higher the education, the better. The key is matching. Otherwise, it is a waste not only for enterprises, but also for candidates. It is not good to be overqualified or overqualified. You should know that "a chariot can overcome difficulties, but crossing water is not as good as a boat;" A good horse can take risks, and farming is not as good as raising cattle. " 6. Enterprises do not attach importance to the choice of recruiters. Although recruiting seemingly simple jobs, it is not. Recruitment is the first step for enterprises to employ people. It is very important for enterprises to take this step well! Recruitment involves a wide range. Recruiters must be able to identify potential, skills, abilities, interests, hobbies, etc. The quality requirements for the person in charge of recruitment should be higher. In addition to the above abilities, you should also have certain personality courage, such as affinity, etiquette, eloquence and judgment. Therefore, it is also very important for enterprises to choose recruiters. Don't underestimate this work. If necessary, you can invite some high-quality people in the enterprise to participate. 7. Other places are concerned about 1) recruitment discrimination, including geographical discrimination, gender discrimination, age discrimination, education/experience discrimination, etc. It often appears in some job advertisements. At present, the legal awareness of candidates has been greatly improved, otherwise it is easy to get into a lawsuit. 2) I believe in written test, ability/potential/intelligence test, quality evaluation and so on. Some enterprises don't look at the object and take repeated exams, and some topics are unreasonable. Some even put some brain teasers in the test paper. The purpose of the test questions is a bit blind, and I don't know from which aspects to examine the candidates. Generally speaking, the written test should not be more than twice, and the design of the test questions must be reasonable, hierarchical, clear-cut, the examination time should not exceed 2 hours, and the answers should be convenient (such as multiple-choice questions). These are just some common places to pay attention to. Other problems need to be accumulated, summarized and improved by recruiters in peacetime to improve the success rate and efficiency of recruitment.