What are the interview questions of Haitian soy sauce and how to recruit Haitian soy sauce for the interview?

On the one hand, we should learn to understand the level and stability of candidates through observation and conversation. If we look at its stability, we can look at his past experience. Is it related to this industry? Is the job-hopping frequency high? Then understand his requirements for the company and his future development goals, and see if the company can meet his value promotion in this respect? Find out what he wants from his boss, ask some hypothetical questions for him to answer and see if his current boss can get along well with this candidate. If the work is hard, you should tell the truth to the candidates when recruiting, so that they are psychologically prepared. Then even if he thinks this person is very nice and decides to hire him, let him go back and wait for the notice, tell him that there are still many people competing for this position, and emphasize with them the development space provided by the company. Finally, when informing him of the employment, make it clear about the time and procedure of registration, and tell him that being late or absent will be regarded as giving up automatically. This is necessary.

Of course, great mobility is by no means the responsibility of recruitment. When employees leave their jobs, you should do a good job in investigating the reasons for leaving. Do a good job of data analysis and submit it to the boss every month. In fact, the level, management and training of employee turnover account for many factors. You can put this idea forward to your boss. After all, it is not enough to familiarize employees in the early stage of recruitment and integrate employees into the working environment as soon as possible. Still need leaders and department employees to help new employees adapt to the working environment as soon as possible.