How to interview the stability of candidates

How to interview the stability of candidates

It is very important to judge the stability of job seekers in company recruitment, so how to judge the stability of job seekers through a short interview? Come and have a look with me.

How to interview the stability of candidates 1 Measure the career stability from the degree of candidates' career planning: Generally speaking, candidates with good career planning have higher stability. Therefore, pay attention to the industries and positions that candidates have worked in in their resumes to judge career stability.

2. Measure the job stability from 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.

3. Evaluation through psychological test: E-commerce headhunters see that many talent evaluation softwares have stability tests. Psychological tests are generally conducted by means of scale or graphic innuendo, which can reflect the subconscious of candidates to a certain extent and provide a more objective and scientific basis for evaluation. However, the stability of candidates can not be judged only by the results of psychological tests, but must match the results obtained by other evaluation methods.

4. Measure the stability of the applicant from the understanding of the reasons for leaving the job: can you understand the stability of the applicant through resume and psychological test? Reference point? We need to further confirm by specifically asking the candidates the reasons for leaving each job in the interview. IT headhunters believe that we can often understand the motivation and personality of candidates from the reasons for leaving their jobs, and we can also evaluate their stability. If the reason for the applicant's resignation is disagreement with the boss, it is necessary to know the background, reason, process, result and attitude of the applicant in detail, and also to evaluate whether it is possible for the position to be recruited.

Skills for judging the stability of candidates 1. Look at the correlation between the candidate's education, past professional experience and performance and the current vacant position. The higher the general correlation, the higher the career stability.

Such discrimination is often more effective in some positions that require certain experience and professionalism. For example, to recruit a senior human resources specialist, the candidate is a graduate majoring in human resources, who has been engaged in human resources management for three years, and his work performance has been good for three years. This kind of candidates often have high career stability; On the contrary, if the applicant's past experience is complicated, and he has worked in sales, administration and finance departments, it is not suitable for him to be a human resources specialist. If he is capable, he may be more suitable for a higher position. This judgment should be objective, and there is a preliminary judgment from the resume and the applicant's narrative.

In some junior positions, this recruitment method is not effective in positions with low requirements for experience, but it also has certain reference value. Such as the applicant's major, previous work and sexual orientation shown in the work. If a candidate changes industries and jobs in a short time, it is inherently uncertain, and the judgment of its stability will naturally be discounted.

Second, listen to the applicant's thoughts on his career development. Generally speaking, the more specific and practical, the higher the career stability will be.

When recruiting, instead of directly asking the candidate how many years he plans to work here, it is better to ask the candidate about his future career planning and development. Many inexperienced interviewers may ask the following questions. It is meaningless to ask the candidate how many years he plans to work here. A normal person who hopes to get this position will never say that he does not intend to work for a long time, but will definitely say that he hopes to develop steadily.

When listening to the candidates' ideas about their career planning and future development, we should distinguish whether the candidates are specific and have their own practical experience in this major. Generally speaking, people with high occupational stability often speak in place on these issues and have their own practical feelings. And some people who rely on interview skills or cover up their true thoughts often only say superficial and general things.

For example, an applicant also said in the interview that he wanted to find a stable company to develop well. The latter thought what kind of position was better, but he said it was not specific. So general? Find a good company to develop steadily? This statement shows that the applicant doesn't really want to know what she wants to do. When asked what kind of company she thinks is a good company, she can't say some specific standards. Such candidates are often unstable, because the candidates themselves don't know what they want to do and what they are suitable for, and they often have a try attitude.

Third, ask the applicant about the company and the work of this position. Generally speaking, the more practical and insightful, the higher the stability.

In the process of structured interview, a common question is to ask candidates about the company and their understanding and views on the job. Generally speaking, people who have unclear goals and are not stable enough have often invested in many positions in many companies, and their understanding of the company is generally not deep enough. Even if I know something, I only see some basic information on the internet, and my understanding of the position is often limited to some common understandings in job descriptions and job advertisements.

Once, I interviewed a fresh graduate and asked him how much he knew about our company. Like endorsement, he told us the number of shareholders, registered capital and institutions of our company word for word on the company website, which shows that the graduate has done some homework, but it also shows that he actually doesn't know much about the company. Of course, you can't be harsh on fresh graduates, but it would be careless if someone who has worked in the industry still answers this question like this.

A person who is persistent in career development generally has a thorough understanding of the target company when he changes jobs. Apart from some obvious information on the company's website, he will certainly know the company's key strategies and the places that attract him, and what he tells is often the real culture and strategy of the company. These feelings may not be found on the Internet, but people with experience in the industry may be able to learn.

In the past, when recruiting an HR supervisor, when talking about his own understanding of the HR position, the applicant not only talked about his own strengths and weaknesses in HR, but also talked about his own views on several aspects of HR development, which level he is currently at, the level and direction he wants to develop in the next few years, and the specific places that the company and the position attract him, or the specific benefits of this position for his career development in the future. These feelings and opinions can't be found directly on the internet or in books, and you can feel the enthusiasm and understanding of the applicant for HR work. After recruitment in this way, the job stability is very good, the work initiative is also good, and the work performance is also outstanding.

Of course, all methods have no absolute effect, especially at present, many applicants, especially those with poor job stability, often study many application skills and deliberately disguise themselves; On the contrary, people with good job stability and persistent goals will reveal their true thoughts during the interview. In the specific recruitment interview process, the interviewer constantly summarizes the actual recruitment experience, and in turn examines his own interview methods through the recruiter's work performance, forming some practical methods of his own, and sometimes needs some intuition.