How to be an excellent recruitment manager

For the enterprise, the interviewer represents the enterprise, and his performance directly reflects the corporate image. How does the interviewer deal with the interview? How did the interview go?

Many people will think that interview and recruitment are not like human resources jobs in essence. Because most hr jobs emphasize professionalism, such as performance appraisal, cadre management, salary and welfare, they emphasize rules and systems, which seems to be more irreplaceable. In fact, there are many processes in recruitment, but the difference is that interview is a job of dealing with people completely. From this perspective, the interviewer has many irreplaceable qualities, especially for those who have been engaged in this position for a long time. How to select people

First of all, these people are more sensitive than others, which can also be called interpersonal understanding and insight. Such a person will often say the first half of the sentence in communication, and he will know what you want to say in the second half of the sentence, and he can peep into the content behind the words and actions and understand the motives of the other party. . If you are just sensitive to people and have an urgent need for talents, then you can't be a senior recruitment director. Some things can't be completed by accelerating accumulation. See more people, will accumulate texture.

I'm not talking about intuition. Intuition is relatively emotional and is a person's first impression. Texture and time are related to the number of people you meet. Through contact with people, you will form a feeling of your own, and you can judge a person's basic characteristics in a short time. This accumulation is likely to be seen by thousands of people. A certain behavior of a candidate will remind you of the people you interviewed before, and you know the current performance of the past people, so to some extent, you can infer the future performance of the current candidate.

After the interviewer has the above qualities, I think it is very important to know the reputation of the candidate. This kind of background investigation is very important. The higher the level, the more important the industry reputation. I even think that the evaluation of people depends on texture for three points and word of mouth for seven points. I will learn about his past work, the way he gets along with the team and so on in the circle where he once worked. It is difficult to change a person, and past experience can provide a solid foundation for our judgment.

Of course, when we interview, we will not only get to know a person from multiple angles, but also use some evaluation tools. But the angles of these two ways are different.

Evaluation is more about understanding a person's style, such as management style and work style. Therefore, it is easier to understand whether a person's culture and enterprise match. Other technical positions cannot be judged by texture, and some evaluation is needed to examine his basic skills. Interview evaluation combined with background investigation of word of mouth will basically give you a clear idea. Learn more about business.

In fact, for the interviewer, part of the challenge comes from the screening of candidates, and a very important part is the communication with the business department. Usually business departments have two problems. First, they haven't figured out what they want, especially in a rapidly changing industry. After meeting several candidates, the criteria of the people they want to find often change. Second, business departments often tell hr what kind of people they want, but they don't say what kind of people they don't like. But the business department denies a person because he doesn't like something. Therefore, if possible, hr should constantly communicate with the business department before the interview, and then grasp the core two or three points.

Usually I ask the business manager directly what he doesn't like. And usually the person in charge of the business department will be willing to take the time to share with hr, and let them see the value of HR, and the recruiter must also be business-oriented. We should stay with the business as much as possible, communicate more, understand their difficulties, understand their working status, business goals and priorities at this stage. For example, cloud technology is now one of our key recruitment directions. I know this organizational structure very well, because I participated in the preparation of this organization, so I will be very clear about our recruitment priorities.