What points should be paid attention to in HR recruitment?

Many enterprises often attach great importance to the pre-recruitment, but they don't pay attention to the recruitment skills, which not only leads to the loss of expenses, but also increases the proportion of mediocre employees recruited, and shuts out real talents. Therefore, HR should pay attention to the following points in the recruitment process:

(1) Interactive communication

Conversation is the communication of psychological activities between people, and interactive communication can not only obtain more and more correct information.

(2) Starting from the personal resume

Starting from the personal resume, the interview can enrich the characters that are not outlined in the resume, and further investigate those unclear questions and information that are not reflected, including family background, study experience, career history, self-evaluation and life goals. It is easy to ask open-ended questions, that is, questions that can make candidates play freely and promote their thinking, and avoid asking questions like yes/no. For example:

A. What do you think of challenging work?

B. How do you choose your marketing major?

C, what do you think are the advantages and disadvantages of your boss?

By analyzing the answers from the other party, we can get more information from the other party and get a general idea of the applicant's interests, personality and values.

(3) Pay attention to listening

Listening is a skill of listening to the other person, that is, grasping the meaning of the speaker's information, understanding the speaker's feelings and correctly understanding the speaker's conversation. Words inadvertently revealed may be the truth.

(4) eliminating halo effect

halo effect refers to the overall impression and evaluation of the perceived object based on incomplete information, that is, the first impression.

People's judgments made on the basis of first impressions tend to be general, and often contain the psychological tendency of "one is good, one is good, and the other is bad". Therefore, to avoid the guidance brought by first impressions, recruiters must not jump to conclusions.

(5) Treat candidates equally

Recruiters should know candidates and treat every candidate equally. Therefore, recruiters must know the psychological state of candidates.

(6)*** Evaluation

The basis of evaluation is to draw up the post standards in advance, and several examiners analyze the conversation according to these standards, and try to reach an agreement as much as possible to make an exact evaluation of the candidates.

(7) Some details of the interview

A. If you have questions about people, you should use different wording and time to ask questions for the same purpose.

B, three ways to eliminate the nervousness of candidates.

soft eyes

smiling at

nodding to encourage candidates

(8) The core of recruitment

The core of recruitment: virtue and ability. In the recruitment process, candidates often exaggerate their actual abilities and hide their defects. If they are not sure about the candidates' "virtue and ability", they will recruit some people who can't meet the needs of the company. Any employee's resignation is a loss that can't be ignored, and its turnover costs = historical cost+opportunity cost+dedication cost, so the most ideal talent should have both "morality" and "ability". If you have to choose between the two, you should put "virtue" first and "ability" second.