How to evaluate the stability of candidates in an interview?

How to evaluate the stability of candidates in an interview?

How to evaluate the stability of candidates in an interview?

A person's future performance after entering the company will be affected by many factors, such as development opportunities, colleague relations, resources, company development, etc., including many uncertain factors. So we can't find a foolproof way to ensure the accuracy of the choice. However, this does not mean that we are powerless in the face of this low accuracy. Practice has proved that we can adopt appropriate decision-making mode to improve the accuracy of selection and avoid some basic mistakes. When making a decision, Ren Zheng Fei of Huawei "solicited the opinions of most people, consulted with a few people, and finally made up his own mind".

Enterprises have different requirements for job stability of candidates at different stages. Generally speaking, if an enterprise is in a start-up or declining stage, it can pay more attention to the ability and work experience of the applicant when recruiting, so as to open up business or save the enterprise crisis as soon as possible. If the enterprise is in the stage of development or maturity, it requires higher job stability of the candidates, and the higher the recruitment level, the higher the job stability of the candidates.

In the stage of selecting resumes, you can get a preliminary understanding of the job stability of candidates by observing their work experience; Then, psychological tests can be used to verify the job stability of candidates. In the interview stage, after knowing the reasons for leaving, organizational adaptability, personal attitude and other aspects, we can comprehensively evaluate and judge the job stability of candidates, so as to comprehensively and accurately evaluate the stability of candidates.

(1) Measure career stability from the degree of candidates' career planning: Generally speaking, candidates with good career planning have higher stability. Therefore, it is necessary to pay attention to the industries and positions in which the applicant has worked in the past, so as to judge the career stability: (1) If

The applicant has been working in the same position in the same industry. For example, they have been engaged in quality management in the toy industry in the past. This kind of candidates have quite good career development direction and career planning, and the stability is the strongest; (2) If the applicant has been working in different positions in the same industry or the same position in different industries, such as having worked in the toy industry in the past, but having held positions in procurement, quality, production management and sales. Or those who have worked in trading houses, purchasing centers or manufacturing enterprises but have been engaged in quality management, such candidates also have a clear career development direction and high stability.

(3) Even if the applicant's previous work experience can't be classified by industry and position, the current position lasts for a long time and has formed a lifelong career trend. The stability of such candidates is relatively high, but it is necessary to talk about the reasons for changing the career development direction during the interview.

(2) Measure the job stability from the time of the applicant's past personal experience: pay attention to the duration of each job, the frequency of changing jobs, the interval between jobs, etc. , and evaluate the stability of the applicant.

Reminder: We should also pay special attention to those candidates who frequently change companies. Some candidates may just want to find a job temporarily, and then slowly find a more stable permanent job. We should pay special attention to these people. We may have invested three months in their staff training, but they left before the work was about to enter the state. When selecting employees, we will pay special attention to these disloyal and insincere candidates. The following standards are for reference: (1) If the staff of the work unit changes three times or more within five years after starting work, it is stable.

The qualitative analysis is very poor. As a person who has just started working, he must work hard in a work unit for 2~4 years before he can achieve something. If he keeps changing work units at the beginning of his job, it means that the applicant has never found a position that allows him to play. Such a candidate basically does not have a good personal career plan. The job is that he is just a tool to maintain his life, so his career stability will be poor.

(2) If the applicant's previous working hours are basically the same, it may have formed the habit of leaving. When the work lasts for a certain period of time, he will leave his job unconsciously, often because he wants to change his working environment. The job stability of this candidate is poor, but it is still formal.

(3) If the duration of each job of the applicant shows an upward trend and the frequency of changing jobs shows a downward trend, it shows that the job stability of the applicant is increasing, so that the job stability of the applicant will be better and it will be easier to find the law.

(4) Observe the start and end time of each job. If the end time of work is basically not within the contract period, it means that candidates are more likely to leave their jobs halfway and have relatively poor stability.

(5) If the interval between jobs is long, it means that the candidate often voluntarily resigns or is dismissed without finding the next job, and the stability of the candidate will be poor, and his personality is often impulsive and irrational.

(3) Assessment through psychological tests: Many talent assessment software now have stability tests, and psychological tests are generally conducted by means of scales or graphic innuendo, which can reflect the subconscious of candidates to a certain extent and provide more objective and scientific basis for assessment.

According to the data, we can't judge the stability of candidates only by the results of psychological tests, but must cooperate with the results obtained by other evaluation methods in the evaluation. If the results of psychological test are consistent with those obtained by other evaluation methods, the accuracy of evaluation can be increased. Otherwise, there will be contradictions and more evaluation methods are needed to verify them.

(4) Through the evaluation of other psychological characteristics: external behavior is the result of psychological drive, so psychological characteristics can really affect people's behavior, and occupational stability is closely related to some psychological characteristics of people. If you find that candidates have corresponding psychological characteristics during the interview, you should pay special attention to their professional stability. Generally speaking, the psychological characteristics that affect career stability include desire, comparison psychology, adventure psychology and three aspects: first, desire. As the old saying goes, "contentment is always a pleasure." It is desire that has a great influence on people: the greater the desire, the worse the stability, and the easier it is to change jobs. When you have great desires, you often feel unsatisfied. In order to satisfy one's desire, there are two ways: one is to work hard and strive for more income; The second is to jump ship and get a position with higher salary. Under normal circumstances, job-hopping is quick, and it is not surprising to choose the latter. Therefore, people with great desires have poor stability.

The second is comparison. In any case, things outside will always feel better than the actual situation because they are unfamiliar and lack understanding. In fact, this feeling is unfounded. People who love to compare with others will always feel that they have suffered and can get more because of this feeling. It is unfair to think that "other people's income is too high, why should I be lower than him?" The so-called "people are more angry than others" refers to this phenomenon. When this "fidgety" psychology reaches a certain intensity, it is bound to seek job-hopping to alleviate it.

The third is adventure. People who like adventure always like to try new things. Staying in the same job for a long time is not what adventurous people need. They are always full of impulse to try different jobs. Once the external conditions that constrain this impulse are lost, they will jump ship immediately. Therefore, people with high risks have relatively poor stability.

Things can be viewed from two aspects. In terms of stability, the above factors are unstable, but perhaps from other angles, or from some special occupations, such people are just needed. The following are just some suggestions on how to judge stability.

(V) Measuring the stability of candidates by knowing the reasons for leaving their jobs: You can know the "reference point" of the stability of candidates through resumes and psychological tests, and you need to specifically ask candidates in the interview to further determine the reasons for leaving their jobs. From the reasons for leaving the job, we can often understand the motivation and personality of the candidates, and also evaluate their stability. If the reason for the candidate's resignation is disagreement with the boss, it is necessary to know the background and reasons, the process, the result and the candidate's attitude in detail, and to evaluate whether such a situation may occur in the position to be recruited. There are many foreigners working in Guangzhou now, and some candidates leave because of urgent matters at home. At this time, it is necessary to find out the specific reasons and whether things have been solved.

Reminder: Pay special attention to applicants with bumpy career experience or superior ability. If a person's life has been smooth sailing, fruitful and has many successful records, then such a person may often continue to succeed. For those applicants who claim to be unlucky, no matter how reasonable their explanation is, please don't easily believe that those employees with superior ability and lack of job satisfaction will soon get tired of their jobs and leave their jobs soon; (6)

Measure the stability of candidates from organizational suitability: organizational suitability refers to whether the behavior and values of the organization are suitable for candidates. Interview is a measure of whether a candidate's work style and interpersonal skills are suitable for the management style and corporate culture of an enterprise. It is an important part of employees' job satisfaction and often becomes an important consideration for employees to decide whether to leave their jobs. If we ignore the understanding and evaluation of the organizational suitability of candidates, candidates will often perform poorly after being hired, and there will be high turnover rate and instability. Therefore, organizational suitability has become a key factor to measure the stability of candidates.

When interviewing, first of all, you need to know the working atmosphere of the unit where the candidate will work. What you must focus on in the future is the work style of the candidate's immediate supervisor. For example, if you want to recruit a stable sales assistant for the sales team, you need to know the work style of the sales manager or the sales team. For example, ask the sales manager a question: "If you have something temporary, you can work overtime for three hours, but if the sales assistant works overtime with you, you can also work overtime for two hours."

1. Do all the work without telling her to work overtime. Tell her to work overtime, but she asked you for leave, and you agreed. Tell her to work overtime, and hope she won't ask for leave. 4. Ask her to work overtime and make her give up the date. "

Through this topic, I have a preliminary understanding of the working style of the sales manager. During the interview, I can ask the candidate a similar question, "Your boss has something urgent at the moment, and I hope you can work overtime, but you already have an appointment." What would you do? " Then according to her answer, I can measure whether it conforms to his boss's work style.

In addition, by understanding the past work rhythm of the applicant and comparing it with the team he needs to join, if the work rhythm matches, the applicant's organizational adaptability will be relatively high and stability will be better.

(7) Measure the stability of the candidate from the suitability of the workplace: the suitability of the workplace refers to whether the candidate is satisfied with the working environment and geographical location of the target job. This point is often overlooked in the recruitment process, but in fact, it is not uncommon for candidates to know where they might work within a few days of joining the company or to leave because of their workplace. In addition, employees who move to a new place may resign because the new place is not suitable for their lifestyle. Discussing the position suitability with candidates in the recruitment process is helpful to alleviate these problems and improve the stability of candidates after joining the job.

(8) Understand the attitude of job seekers towards job stability: For job seekers who frequently change jobs, you can ask such a question: "Many people think that young people can work in various positions in various industries with a" tourism "mentality, and then choose a long-term position. Please talk about your views on this issue in combination with your actual situation. " Of course, not all candidates who agree with this view are unstable, so ask them specifically about their attitude, and

(9) Matters needing attention in the process of enterprise recruitment and publicity: When the applicant first contacts with the enterprise, because the promotional materials of the enterprise or the recruiter made unrealistic publicity on the satisfaction rate of the personnel, the applicant had too high estimates and expectations for the organization. Candidates will be even more disappointed when they find that their high expectations cannot be realized when they take up their posts. This may be the case

It will lead to employees' dissatisfaction with the enterprise and even make employees have the idea of leaving their jobs. Therefore, when recruiting, we should let the candidates know more about the company and introduce the company to the candidates, such as company profile, working hours, working place, salary and benefits, etc. , as the case may be. In addition, pay special attention to employees introduced by acquaintances. Some acquaintances introduced employees to relax their conditions because of face. In order to avoid similar things, all candidates should be treated fairly, and such people should be informed of their careful choice and the influence of personal performance on future referees, and so on! Don't worry when making a decision. If you are in a hurry to recruit people, you know someone is not suitable, but you still confess. If the recruiter leaves within a few days, the effort at this time is double the loss.

Through the above methods, we can fully understand the stability of candidates, and comprehensively evaluate whether the stability of candidates meets the job stability requirements of the positions to be recruited according to the requirements of different development stages and different positions of enterprises. Of course, in today's era when labor has become a commodity, the allocation of workers is like flowing water. In the case of self-pursuit and objective demand, career change is absolute and also relative. Recruiters are looking for people who can and hope to seek development on a relatively stable basis or candidates whose stability degree matches the stability requirements of the positions to be recruited.

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