Recently, it is often said that successful invitation does not meet the actual requirements of the post. Would like to ask you how to recruit people who meet the needs of the company?

First, the preparation work before recruitment.

Before each recruitment, we must make clear the necessary conditions for the recruitment position. Many times, what the employing department describes in the manpower demand does not guarantee that the candidates found accordingly are needed; At the same time, the communication between the personnel department and the employing department is not deep enough, and they don't understand the conditions for the position to be truly competent. Therefore, a clear job description and specific language expression (such as avoiding flexible and adaptable words) are the basic requirements. Secondly, we should have a certain understanding of the environment of the employing department, the personality of the supervisor and the professional knowledge of the post. The best choice is that professional and technical personnel are sent by the employing department to participate. Finally, recruiters should pay attention to image, dress, words and deeds, and understand the company's relevant systems. This small detail affects the company's image.

Second, on-site recruitment should be professional.

The good appearance and dress attitude of recruiters can reflect the overall level of a company and a group, but the reality is that many recruiters are too casual and poor in professionalism. For example, in the recruitment interview process, using uncivilized language, playing with mobile phones, and lying on the desktop for interviews, when enterprises are demanding higher and higher quality of candidates, the enterprises themselves show extremely disproportionate behavior, which has a bad impact on the recruitment quality.

In addition, the recruiter is careless in the interview process, leaving a bad impression on job seekers who are left out, ignored and doubt the quality of the enterprise. For example, after asking a bunch of questions, the examiner said to the job seeker: Today's interview is over, you can go, which makes the job seeker think that he has not received due respect, and then doubts the corporate culture. This enterprise has lost another potential talent.

Third, the second interview is comprehensive and objective, giving job seekers full opportunities to show themselves.

When giving job seekers a second interview, most units will adopt face-to-face interview, but it is in this link that talents are most easily missed.