What aspects should we pay attention to when recruiting people?

1, see the essence through the phenomenon. First of all, there is nothing wrong with judging people by "clothes": clothes are neat and decent, revealing a professional and capable image. A person's clothes and appearance are closely related to his identity and personality.

2. Don't blindly pursue higher education. Diploma is not equal to knowledge, ability, benefit and character.

3, from point to surface, grasp the key points of knowledge. Confident people usually compare themselves with the past, while conceited people usually compare themselves with others. Sometimes mentality determines success.

Don't touch the "knowledge minefield". HR should avoid cronyism, favoritism, talent, education, wearing colored glasses, bias, preconceptions, stereotypes, lunar halo effect and projection.

5. A structured interview should be conducted. Structured interview is a standardized process of evaluating candidates through face-to-face verbal communication between evaluators and candidates, using specific questions, evaluation methods and evaluation criteria, and strictly following specific procedures.

6. Conduct scene simulation test. Scenario simulation test refers to setting a certain simulation situation, requiring the testee to play a certain role and enter the role situation to deal with various affairs and problems and contradictions. Examiners observe and record candidates' behaviors in various situations, so as to evaluate their quality potential or see if they can adapt or be competent for the job. It has three characteristics: pertinence, directness and credibility.