Recruitment experience

I majored in administration in my own university. When I graduated, I stumbled into my present company by mistake, and stumbled into the personnel work for five years without the guidance of others. From then on, I fell in love with the job of human resources.

I don't think many people have my interview experience. Before graduating from college in 2008, I participated in the interview of my current work unit, and it took two months from the first interview to the employment! I interviewed three times intermittently in two months, all of which were interviews with the company boss. Let's go The boss has a very high eye for people, which can be described as picky. Why do you say this is of course based on facts, so you can imagine how difficult my recruitment work should be. My recruitment procedure is to show three people to my boss first, and then the boss chooses 1.

Tell two wonderful recruitment examples.

On August 20 12, I received such a recruitment task to recruit an accountant to work in a company in a remote area. In fact, it is not difficult to recruit an accountant, but after reading my recruitment conditions, maybe you will be as old as me. 1. Two of the requirements are as follows: having the title of intermediate accountant or above; More than 8 years accounting experience. These two requirements fully meet the post requirements of financial manager or chief financial officer. Now let such a person be an accountant, which is the first reason why my head is big. Secondly, it is reasonable to say that wages should not be bad under such high conditions. As a result, the answer is that the salary has not been fixed, so I will reply at 5000 yuan per month first. My mother, with such high recruitment conditions, such low salary and such a remote place, psychopaths are willing to go. Third, I was given two weeks to recruit, and I was speechless. Although the conditions are difficult, the work still needs to be done. What should I do? Tell me!

I first drew up the recruitment information according to the boss's request, but the salary was negotiable. In such a short time, I can only choose headhunters, networks and acquaintances. When the headhunter heard the salary I gave him, he said he was embarrassed. There are some replies to the recruitment information posted on the Internet. I selected those who can meet the recruitment requirements for an interview, and finally selected a female accountant who meets our recruitment requirements in all aspects for an interview with my boss. So, how did I get her to agree to consider it under such harsh conditions? First, I write the salary negotiable, so that I can watch her discuss it during the interview and blur the quantitative things, but I won't lie to her. Second, the financial general manager will no longer be an accountant, so I emphasize again that there is no financial manager in the company's finance department, and accounting is directly under the leadership of the general manager, which is just a question of title. Third, the soft grinding and hard foaming method. From the beginning, my communication with the applicant was very smooth, and she trusted me very much. When she hesitates, I will use both hard and soft methods to persuade her. Of course, she must have a reason to want to go, so I will look for a breakthrough. Finally, I sent her to that post and completed the recruitment task. But I finally paid her a good salary, but the process was not easy. During the recruitment period, my boss urged me every day to find someone who not only has strong business ability, but also looks good. Several people were overtaken by him. For two weeks, I felt completely skinned.

There is also a wonderful recruitment activity, which is actually a failed recruitment for me. I hired a full-time driver twice, and both ended in vain. This is the third recruitment. I foresee no result. Don't talk about experience, because I can't find a way, so I want to ask. I know the reason for the failure. To sum up, it is three good and one low, drivers have better business skills, better behavior ethics, better looks and lower wages. One more thing, it is difficult to find a person who meets the standards in all aspects, and the salary is acceptable. Show it to the boss. The boss can't say anything after reading it, but he doesn't trust me. He wants me to keep looking and choose a better one. The result is often that the re-election is not as good as the last one. By the time I want to confirm the employment, I have already gone to work. This is the reason for the failure. I often tell my boss that people who use them are not the best, only better. If you recruit with such a mentality, there will be no end and no result. It's really helpless to meet such an excellent boss.

It is said that big companies look at the system and small companies look at the boss. As far as the number of employees is concerned, my company belongs to a small company. I wonder if anyone has encountered the same situation as me. If the boss lacks the necessary management knowledge, it is difficult to recruit people. Although I like the job of human resources, I know it's unprofessional and I still need to study hard. Thanks to the fate of my meeting with Sanmao, Sanmao provided such a valuable learning platform, hoping to grow up with Sanmao's Kaka.