How to judge the interviewer's loyalty when recruiting?

No matter how knowledgeable, skilled and highly educated a person is, if he is always half-hearted, frequently changes jobs, or even "eats inside and crawls outside", he is definitely the enemy of team growth. In order to achieve a lasting foundation, managers must carefully select employees who are loyal to the team, always think for the team and safeguard the interests of the team everywhere.

When it comes to loyalty inspection, the first thing we should discuss is the job-hopping problem of employees.

The employee's job-hopping has a lot to do with his or her loyalty. Job-hopping, especially the job-hopping of core employees, is a great loss for the team. It is important to build an economic team to prevent employees from jumping ship.

Recruitment is one of the most effective ways for teams to acquire talents. However, judging from the different loyalty performances of new employees after entering the company, most teams often make a very serious mistake when recruiting: they are purely skill-oriented and ignore the test of employee loyalty.

The test methods of candidate loyalty usually include:

(1) structured interview

Structured interview is to summarize the questions about employee loyalty and personality into several items. You can make a questionnaire for candidates to fill in, or you can ask questions for candidates to answer. The evaluation tool varies according to the nature, industry and scale of each company, but it should at least include the following questions with * * * *: the reasons for leaving the company, the evaluation of the original company, the experience of working environment, job opportunities and salary benefits, what is the best job, what is the best colleague (please explain it), what is the personal career plan, and so on.

(2) The case evaluation of Guan Zhen.

The key case evaluation is aimed at some examples of employee loyalty (which can be from one's own enterprise or other enterprises), so that employees can express their personal views. Words are from the heart, and you can find its psychological track from its few words.

Psychological measurement is a professional measurement tool developed by psychological practitioners according to the principle of individual differences. It can objectively evaluate people's professional ability, professional tendency, personality quality and personality characteristics, and has good diagnosis and foresight. Psychological measurement is widely used in civil service selection, enterprise personnel recruitment, personnel evaluation and executive recruitment in foreign schools. The disadvantage of psychological measurement is that it is time-consuming and expensive, and it is not suitable for labor-intensive enterprises to recruit general workers. However, when it is used to select senior managers and key positions, it can avoid the impact risk on enterprises and has higher cost performance. At present, some professional websites for talent evaluation in China have also begun to appear, which brings more choices for enterprise talent evaluation.