What are the control points of enterprise recruitment process?

The control points of enterprise recruitment process are as follows: recruitment management with general nature, and its recruitment process and related interview points are described as follows:

First, resume screening judgment

Usually, in the job description, we should not only write down the main job responsibilities, but also write down the requirements for the position. Look at the resume, mainly to see whether the applicant meets these basic conditions. So, what aspects should we focus on for general telemarketing positions?

1, Education: Basically, it is best to graduate from high school or junior college. This is because you have to face a lot of rejections every day when you are engaged in telemarketing, and you have physical problems sitting by the phone all day. Too high an education makes it easy to resist this kind of work. Unless you are going to do management, you are not suitable for first-line telemarketing above undergraduate level.

2. Age: Having worked full-time for more than two years after graduation, generally between 18-26 years old. It is not easy to be too old, because the older you are, the less willing you are to study, and it is not suitable for telemarketing. Therefore, if there are older candidates, it is necessary to examine their learning attitude; The younger you are, you need to check your job stability.

3. Gender: It depends on the products sold, but usually women are more suitable.

4. Location of home: According to statistics, the distance from home to the company is also an important factor affecting the stability of salespeople near and far. Unless the salesperson is willing to move closer to the company.

Second, the initial test on the telephone line.

In addition to examining qualifications, telemarketing should also examine whether candidates have qualifications. Just like we want to select a long-distance runner, we must first test his "vital capacity". Because it is telemarketing, it is natural to listen to its performance in real telephone conversations. Therefore, after the resume screening, the online preliminary test should be conducted by telephone. Mainly investigate the following working conditions:

joint

Reaction sensitivity

Have affinity?

learning ability

Logic of thinking

Speak methodically

For example, clarity and affinity can be evaluated by answering questions on the phone, and responsiveness can be evaluated by asking stressful questions. Other reference assessment questions include:

1. Please briefly describe your current (or last) job?

This question can examine candidates' expressive ability and organizational ability.

2. What is your greatest sense of accomplishment? Where is the most depressing place?

This question can examine the examinee's reaction and logical ability.

3. What do you attach most importance to this job at present?

This question examines whether you are self-motivated and self-motivated. It is best to pursue high income or high achievement, and like to influence or guide others.

Why do you want to apply for the job of telemarketing?

This question examines their self-awareness and understanding of telemarketing responsibilities.

Third, the interview

I'll believe that when I see it. Face-to-face communication with candidates is the most critical step in the whole recruitment and selection process.

Face-to-face communication with candidates is mainly to examine the comprehensive quality and psychological quality of candidates, and some problems can only be found through face-to-face consultation. For example, whether the salesperson has a strong ambition, his emotional response to difficulties and so on. Generally, typical interview steps include the following steps:

The first step: the examiner introduces himself to let the candidates relax;

Step 2: Ask the applicant to make a brief introduction and talk about his work experience in depth. For the part you are interested in, you can communicate in depth what you need to know in your resume. Typical problems include:

1. What work related to telemarketing have you done before? What achievements have you made?

2. How long did it take you to achieve this achievement? How does your leader evaluate you?

Please describe the most difficult customer communication experience you have ever had? When did it happen? What caused it? What methods did you use later to improve your relationship with customers? What was the result?

4. How does your supervisor evaluate your performance?

5. Did you have a promotion record during your tenure? What is the reason for the supervisor to promote you? How many people competed for this position at that time?

6. Among the following options, what do you like best when you choose the position of telemarketing?

A. High-income earning opportunities B. A sense of accomplishment at work C. Professional management training provided

D. Friendly working environment E. Career development space

Note: When looking for telemarketers, the best answer is "high income"

Step 3: Put forward targeted star questions for key parts.

"Star" interview method is a scientific recruitment method based on personal ability. Among them, "S" is the situation, "T" is the goal, "A" is the action and "R" is the result. This interview method can quickly dig out what candidates have done in the past.

Usually the interviewer will start with a question: "Under what circumstances did you do this before?" Then ask the target: "Can you tell me the purpose of doing this?" Then ask action: "What actions have you taken to do this?" Finally, ask the result.

For example, some candidates will say, "I was the sales champion in my previous company, and my sales volume has always ranked first." Many hiring managers and department managers will be very satisfied and think, "Yes, this person is a sales champion." But for human resources experts, this answer is meaningless and employers can't get any information from it. The applicant said, "I have been selling well." The interviewer will ask, "under what circumstances did you do a good job in sales before?" What's the atmosphere in the company? How is the product? What is the regional demand for sales? " Then ask: "What actions have you taken to ensure sales? Do you often visit customers and organize speeches? Still good luck, good products? " Finally, ask the result. If he says "I am one of the best salespeople in the company", ask him: "How many salespeople are there in your company? What is the index to judge that you are one of the best sellers? Is your sales the first or the second, and what is the specific sales? " Keep asking what happened in the past so that you can ask the applicant about his past behavior. At the same time, you can also ask whether there are contradictions and flaws in it to the maximum extent.

The fourth step: explain the work content of telemarketing, exert certain pressure and observe the candidate's ability to withstand pressure.

Telemarketing is a very boring job, and daily telephone activities are a great test for people's ability to resist pressure. Therefore, in the interview, it is necessary to describe the worst and most difficult situation to the candidates and observe their reactions. Especially the small movements of arms and legs, whether there is resistance, fear or atrophy, and whether the eyes are distracted. These are all important manifestations that can judge whether you are lying or not.

Step 5: Express gratitude and end the friendship.

Whether you decide to hire the applicant or not, you should pay attention to answering his questions in a friendly and polite way and end each interview in a friendly way. Don't neglect or neglect the candidates, and don't show arrogant expression to the candidates. Because you are the interviewer, not only representing yourself, but also representing the style of your company, it is the most basic requirement for every human resource worker to make all candidates leave a good impression on your company.