What are the common problems of recruiters themselves?

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Frequently asked questions are as follows:

1. Disrespect for candidates

Many candidates have been interviewed by prisoners. During the interview, the examiner assumed a condescending posture, with a tough tone and an arrogant attitude. As we all know, for truly capable managers, it is now a "seller's market" rather than a "buyer's market".

Second, perfect blame.

Some enterprises have very high requirements for talents when recruiting talents. For example, the conditions for a company to recruit executives are: more than ten years of work experience; Graduated from a prestigious university; Have the depth of a thinker; The orator's eloquence and so on. Think about it, I'm afraid there are not many people in the country who meet this requirement. As a result of this unrealistic requirement, there are very few talents to choose from, and some of the best candidates may be missed.

Third, mutual appreciation

Many interviewers will speak highly of those who are similar to themselves in some ways, such as alumni and fellow villagers. For example, a Peking University graduate is the leader of a certain department, and he always tends to recruit people who graduated from Peking University when recruiting employees.

Fourth, corporate politics.

A very serious problem in the recruitment interview process is the existence of a large number of political behaviors, such as people like to hire their own people and are willing to hire people who are worse than themselves (Wu Dalang phenomenon).

Fifth, the interview lacks structure.

Generally speaking, the current management recruitment interview in China enterprises is like this: Like small talk, people familiar to both the interviewer and the applicant, recent sports competitions and major events at home and abroad can be the topics of conversation. When it comes to topics, the interviewer will ask several questions that the candidate expected, and then the candidate will answer them slowly. This kind of interview has no structure, no established process, and no established investigation elements and questions. It is not so much an interview as a chat. Both parties may have a good time, but the interviewer still doesn't understand the candidate's ability.

6. Ignore emotional intelligence, deep ability and quality.

When recruiting executives, most enterprises usually pay attention to some hard indicators (superficial indicators) such as education, age, work experience and so on. , but pay little attention to soft indicators (deep indicators) such as emotional intelligence, motivation and thinking ability. However, recent research shows that emotional intelligence, motivation and abstract thinking ability are the key factors to predict whether a person is qualified for a position.