How to recruit novices quickly and accurately?

In the process of recruiting marketing personnel, let the candidates analyze and explain their respective advantages and disadvantages. This question not only achieves the purpose of evaluating the analysis potential of candidates, but also shows the strength of examiners to candidates. This will make recruiters feel that the company is full of talents and has a bright future. If necessary, ask the applicant what the company has done, brilliant achievements, etc. In a certain year. How to evaluate this matter? It can not only test candidates, but also show the company's performance. Please describe what you did the afternoon before yesterday.

This problem is generally not involved in the application guide books and periodicals, and candidates are not fully prepared. Only in this way can we truly reflect the potential of expression, the potential of writing organization and whether the thinking is clear. Talk to candidates about things that have nothing to do with recruitment. Candidates are more likely to tell the truth, from which examiners can judge the quality and potential of candidates. When I took the candidate qualification examination, I said, interestingly, there is no teacher's class in your school, and I still remember it. This is obvious if the applicant agrees.

The examiner's seat is high, and the backlit candidates should look up and answer questions. This kind of environment and atmosphere has an invisible pressure on candidates. By observing the candidates' facial expressions, we can correctly judge the candidates' anti-frustration potential. In the technical interview, claiming that the applicant's evaluation form is lost is of course unfavorable to his employment. If the applicant takes his time, he has a strong potential to resist setbacks. If you are afraid and nervous, your ability to resist setbacks will be poor. Tip 7: Ask the candidate to list three things he thinks have failed.

What the candidates say is trivial, and the failure of the lovelorn exam shows that the candidates have not experienced too many setbacks. When encountering real difficulties or setbacks, there may be necessary problems. Point out a thing at will, and ask the candidates to say other usages as much as possible in the necessary time. After the candidates finish, say a few usages. This technology can kill two birds with one stone, which can not only measure the innovation potential of candidates, but also show the innovation potential of examiners. Let the candidates design the scheme on the spot. It can be seen from the scheme that the candidate's thinking mode determines his innovation potential.