How to manage the interview in recruitment?

So, how to do interview management in recruitment management? First, in-depth communication and contact describe the current situation of the enterprise. Some enterprises are always eager for success when interviewing senior managers. Even when introducing your own business, you only talk about advantages rather than disadvantages. This is very undesirable. Human resources experts suggest that when interviewing senior managers, we should communicate with them deeply, describe the real situation of the enterprise completely, and explain in detail the difficulties and prospects of applying for positions. Small and medium-sized enterprises, in particular, actually rely on the eyes of enterprises to attract and retain talents. In this way, candidates can plan ahead and solve the problems of enterprises. Second, grasp the needs of enterprises and do a good job in role positioning. Before interviewing executives, we must make clear what kind of talents the enterprise needs and what role to give him. Only by understanding the needs of enterprises can we find people who really need them. Fundamentally solve the fundamental problems of inaccurate, opaque and unhappy critics. For example, the sales team of an enterprise is not passionate enough, and the company's role orientation based on this situation is: the recruited sales director should have passion for work; Have basic management concepts; Identify with corporate culture. By mobilizing the company's existing resources, we have found talents who can persist in long-term development with the company, and as a result, we have achieved a win-win situation for both enterprises and individuals. Three, two-step background investigation to avoid personnel risks It is understood that it is not uncommon for enterprises to suffer economic losses because of fraudulent applicants. Last year, there was an "industrial espionage" case in which competitors sent people into each other to steal technical information. And enterprises do not want to take on too high personnel risks when recruiting. In this case, careful background investigation of candidates has become a "good medicine" to reduce the personnel risk of enterprises. Background investigation can be carried out in two steps: on the one hand, make a preliminary understanding before the interview; On the other hand, it is necessary to investigate the key events in the applicant's work performance and ask for specific figures. According to the investigation results, decide whether to arrange posts. [Author: Editor: zj- 1990]