Recruitment Skills Staff Requirements

After the recruitment planning, programs, procedures, content, etc. are well prepared, what else should be checked? In fact, in many cases, it is due to the inaccurate grasp of the recruitment staff, or the failure of their own qualities and skills to cope with recruitment issues, resulting in a deviation between expectations and reality. Therefore, how to start by improving the quality of recruitment staff, conduct self-correction in terms of expression, observation, coordination and cognition, and strive to avoid possible misunderstandings in practical learning and accumulation.

The issue that must not be ignored in recruitment is the requirements for recruiting staff. For example, qualities: enthusiasm, fairness, seriousness and responsibility, honesty, expression: knowledge and industry understanding and communication skills; observation: mastering testing technology suitable for identification, coordination: finding the landing point for the exchange of ideas, cognition: transformation of strategies, methods and roles sex. Also pay attention to the advantage psychology: it is easy to produce condescending psychology and subjectivity; misunderstandings to avoid, such as; primacy effect: it is easy to cause preconceived cognition and bias, halo effect: divided into "good" and "bad" Two parts; analogy effect: the habit of comparing job applicants with people they know themselves, eagerness for success: exaggerating the positive characteristics of job vacancies to guide job applicants, etc.

From the perspective of improving the self-quality of recruiting staff, enthusiasm, fairness, seriousness and responsibility, and honest attitudes demonstrate the image of the company and represent the cultural connotation that matches it, and the possession of knowledge and understanding of the industry Understanding and communicating, finding the landing point for exchange of ideas, etc. are exactly the skills and professionalism that a human resources worker should have; mastering the testing technology and strategies suitable for identification and the transformation of roles are the current requirements for HR management imperatives.

Recruitment staff’s self-prompt and proofreading can help find improvement points from both subjective and objective aspects, thereby effectively avoiding or overcoming possible deviations or improper evaluations; making real decisions for appropriate staffing and use. bedding. For example, from the perspective of controlling recruitment costs, we must grasp the first step to improve the quality of interviews, screening and recruitment.

Recruitment is like a marketing representative, who is facing potential or apparent customers. The following three points should be noted:

The first point is that in terms of role transformation, it is just an inspection of the recruitment staff, paying attention to their words, deeds and communication methods, not just on-the-spot performance, some kind of The degree also injects the newcomer's support for your future work.

The second point is that the quality and attractiveness of the recruited staff are like building a bridge; from the candid contact between both parties, we should grasp and discover the key characteristics of the candidates and the work tasks and knowledge, skills and Filter by ability, etc.

The third point is to train recruitment staff on how to connect the applicant information to the interview process, for example, understand the reasons for leaving the job, evaluate the educational background of the applicant, and analyze the applicant's independence and attitude towards the position. and employment record and time matching, etc.