What should I pay attention to when doing personnel recruitment?

1. Unless you are looking for an entry-level position, don't choose a candidate who lacks relevant experience to join the company, because it will not only take a lot of time to train, but also make the team particularly tired.

2. Don't recruit just because you like a candidate. Thousands of years ago, Confucius said: if you love, you don't want to live; if you hate, you want to die. So you should select talents according to the position, and someone is responsible for the position.

3. Recruiters should not make decisions too quickly, but should comprehensively evaluate all kinds of candidates to determine who can really contribute to the current and future teams and organizations and who can adapt to your team culture well.

4. To make a good recruitment plan, it is necessary to clarify who to recruit and how many people to recruit, not only to have the current plan, but also to estimate the future recruitment plan, and to judge how many people will leave in the future according to past experience.

5. Don't just choose candidates through interviews. If you really want to examine a person, you need different people in the company to communicate with him, so as to truly examine his communication ability.

6. It is easy for us to recruit people who are particularly like me. We need to recruit people with different ideas and get them out of our comfort zone, which helps to ensure that we broaden our horizons and reduce blind spots.

We often see job seekers writing some important information in their resumes vaguely or intentionally misleading readers, and even some job seekers will ask others or some intermediary agencies to help them write their resumes and package them with various fine products.

We often see job seekers writing some important information in their resumes vaguely or intentionally misleading readers, and even some job seekers will ask others or some intermediary agencies to help them write their resumes and package them with various fine products. Similarly, job seekers cheat in the interview process. There are many books on job hunting and application on the market now, which guide job seekers how to deal with the questions raised by recruiters skillfully. There are also different levels of cheating in psychological tests and written tests. In short, there will be different degrees of fraud in the whole recruitment process. Therefore, it is necessary for us to study and analyze these behaviors.

Falsification in job application refers to deceptive impression management or the applicant deliberately distorts interview questions to leave a good impression on the interviewer in order to get better interview scores. This definition has two meanings: first, candidates may cheat to answer interview questions in order to leave a positive impression on the interviewer. For example, if you answer a question asking for a description of specific behaviors in the past (please give examples of problems that often occur in specific jobs or projects), candidates may fabricate behaviors that do not exist if they have no experience in this field. Second, the core part of the applicant's information has been processed and processed, and this information may be added or deleted. For example, candidates will answer interview questions as "ideal individuals" or "ideal employees", and they may exaggerate job-related skills or past achievements. Similarly, some information may be omitted or deleted, because candidates think that these real information will lower their interview scores or have a negative impression. For example, there may be many reasons for the applicant to leave the original work unit: lack of promotion opportunities, contradiction with the supervisor, job burnout and so on. However, only one reason was mentioned in the interview, that is, the lack of promotion opportunities, and the applicant deliberately omitted other reasons because these reasons may have a negative impact. In addition, the information may be fabricated, and candidates will describe some information that can be proved to be wrong, which is equivalent to lying and completely untrue description. For example, the applicant claims to have a master's degree, but actually has not graduated. So fraud in a broad sense includes camouflage, concealment, exaggeration, lying and so on.

First, it is to identify the resume of the applicant. By carefully studying and observing the recruitment requirements of enterprises, job seekers can find out what kind of talents enterprises expect to recruit-competency characteristics and work experience, and then package their resumes to show that they just have the qualities and abilities required by recruiters. Therefore, it is necessary to screen the resumes of job seekers. Pay special attention to those vague and misleading information. Just because a person used to be the head of a company doesn't mean that he must have the qualities of a leader. Maybe it's just a small company or a self-employed person. In addition, if the job seeker does not specify details such as date or company, it may indicate that he is covering up his lack of work experience. If job seekers emphasize some superficial things (such as hobbies), it may be to make up for the lack of work experience and skills.

Second, determine the candidate's behavior description. In the process of job hunting, if the candidate lies, that is, the behavior examples told are false, for example, the design scheme made by others is their own, or the behavior examples of others are their own, and so on. We can identify candidates by their language descriptions. (1) What the applicant said was very general and did not describe my specific behavior. For example, "I am responsible for listening to customer complaints, making records, and then reporting to my superiors": "Generally speaking, my technical level belongs to the middle and upper reaches in the company". Words such as "usually", "responsible ……", "generally speaking" and "always" are not specific, and candidates may provide false information. (2) When answering questions, candidates only represent their personal views, not their actual actions. Such as "I think", "I think" and "I believe" only represent his views, not necessarily his actions. (3) Answering questions is not comprehensive enough, and the background, measures and results of the behavior are not fully expressed, leaving out some important details. (4) The applicant's description is hypothetical or plans to take action in the future. "If it were me, I would ...", "I intend to ..." and "I would ..." It is possible that he didn't do this, but only imagined it through personal experience or knowledge.

We can control fraud in the following ways:

1. Fully prepare for the interview. First, the interviewer should be very familiar with the requirements of the recruitment position for the quality and ability of talents, especially the requirements of impression management ability, in order to improve the pertinence of the interview conversation of candidates. Second, the interviewer should be very clear about his impression management strategy. Some interviewers are not clear about their own impression management strategies, so they are easily influenced by job seekers' impression management strategies in the interview dialogue. For example, job seekers encourage interviewers to talk about their favorite topics and express their appreciation for the interviewers, which leads to an increase in the interpersonal attraction of interviewers to job seekers. If the interviewer knows his own impression management strategy, he can effectively deal with such situations. Third, professional training is needed. Psychologists and human resource management experts can be hired to conduct simple impression management knowledge training for interview team members, thus effectively guiding job seekers to truly show themselves.

2. Use psychological projection technology to identify candidates' fraud. Projection technology, in a broad sense, refers to all indirect evaluation technologies that hide the real evaluation purpose. In a narrow sense, it refers to presenting some meaningless, vague, uncertain or ambiguous numbers, sentences or stories to the subjects, and asking them what they saw or thought without prompting or explanation. If you use uncertain topics and vague propositions without social evaluation bias to negotiate with job seekers in interview conversation, you can reduce the false behavior of job seekers and get real job seekers' information. The classic projection techniques include associative projection, structural projection, complete projection and revealing technology, which are complicated to operate and inconvenient to use in cadre conversation and personnel recruitment. Simple projection techniques include the third person method: ask candidates to describe the motives of others for job hunting, or ask candidates to introduce the characteristics of people they like and hate; Story-making method: Ask candidates to make up stories according to pictures or given materials or make up new stories according to idioms, which can reveal the inner feelings of job seekers; You can also use professional role-playing method to let job seekers show their true ability and level in a simulated environment. These methods can effectively reduce the false behavior of job seekers.

3. Use behavior to describe interviews and situational interviews. Behavior description interview refers directly to the behavior of job seekers, focusing on understanding the actual performance of candidates in the past, rather than their commitment to the future, and these behaviors are closely related to future work, so it has high content validity. Behavior description interview is generally suitable for the selection of complex positions and senior talents. Situational interview is to put a job seeker in a specific situation and examine his quality and ability by observing his behavior without his knowledge, which has high reliability and validity.

4. Control the interview time. This method is to control the time for candidates to answer questions, so that they can answer quickly and don't need much time to think. Psychological researchers believe that answering questions quickly according to the first impression can truly and effectively reflect the personality characteristics, and after careful and slow answer, it increases the possibility of job seekers' intellectual operation and fraud. This practice reduces the false behavior of job seekers to a certain extent, but it may bring tension to job seekers and affect their performance.

5. Give a warning in the description. It has been found that when the warning that "the test contains indicators that can identify fraud/the test has mature technology to identify fraud" is added to the instructions, the distorted response will be greatly reduced. However, the research results show that the warning is only effective for people who are not familiar with the work, and if the candidates who take the selection exam know more about the work, then the warning is not obvious.

6. Measure fraud. Psychological test scale is used to measure the false behavior of job seekers. Commonly used measurement tools are: self-monitoring scale, which is used to investigate the individual's attention and response to social clues. It mainly measures the level of active supervision and control of individuals on their own behavior and external performance in social situations. Social identity behavior balance scale: it consists of two subscales: impression management and self-deception enhancement, in which the impression management subscale measures people's tendency to consciously disguise themselves and cater to others; The self-deception enhancement subscale measures people's tendency to unconsciously deceive themselves and exaggerate themselves. Self-presentation Scale: measures people's tendency to use attribution techniques and exclusion techniques in the process of fraud, and examines whether candidates attribute positive traits to themselves through attribution techniques or deny that they have negative traits through exclusion techniques. We can also choose some scales that can control fraud in advance, such as the mandatory selection scale, and use it together with the fraud scale to control fraud more effectively.