What are the basic requirements for the personal qualities of recruiters during recruitment? Introduction to human resource management

(A) good personal quality and self-cultivation

The qualities possessed by recruiters not only reflect the personal accomplishment, but also represent the characteristics of organization and organizational culture, which is a symbol of corporate culture, from which the organizational style can be reflected. The examiner's performance and his reaction, even if it is just an expression, will affect the interviewer's mentality and level. When I saw some students writing about their interview on the Internet, I found that the interviewer was still wearing casual clothes, and I felt very sorry-because they were wearing good suits. I think the most important thing as an examiner is to respect others. Dress formally and be punctual. Recruiters must be fair, fair and objective, be able to listen to opinions different from their own, and give objective evaluation, so that each candidate can feel the value of the other party in contact with them, and the job fair will have a good public effect. It requires the recruiter to be fair, earnest, honest and enthusiastic.

(2) Have multiple abilities

1. Strong working ability. Working ability includes having rich professional knowledge and working experience, being good at dealing with all kinds of interpersonal relationships, skillfully using all kinds of interview skills, mastering the corresponding personnel evaluation skills and methods, and being energetic. If the recruiter does not have strong working ability, he will not be competent for the position of recruiter and will not be able to do the job well.

2. Strong adaptability. Resilience includes being good at handling and coordinating international relations, being able to skillfully use various skills and flexibly face various applicants. In the communication with candidates, we should be good at using the knowledge about interpersonal relationships and our keen perception of interpersonal relationships to judge the ability of candidates to deal with interpersonal relationships. Any job is bound to be more or less related to interpersonal communication. Therefore, the evaluation of a person's ability to deal with interpersonal relationships has become an important indicator of interview evaluation factors. During the interview, examiners often encounter some unexpected problems. If they lack the necessary resilience, they will be at a loss in the face of sudden problems and don't know how to deal with them. However, these sudden problems often involve some major problems, which will have a great impact if they are not handled well. Therefore, recruiters must have strong adaptability and adaptability, so as to improve the interview effect.

3. Coordination and communication skills. Recruiters need to contact the human resources market, advertising media and various media. They must express themselves clearly through talks, reports, letters and other forms, and express the requirements of the enterprise for candidates. Moreover, because internal recruitment has become more and more popular, recruitment is not only related to the outside world, but also to the existing employees of enterprises. Therefore, the ability of coordination and communication becomes more and more important.

4. Observation ability. Recruiters also need to know and understand all aspects of candidates in a short time, and observe people's expressions and body language, so they also need to have strong observation ability. Sony's Akio Morita, with his extraordinary insight, recognized the baritone actor's congratulations as the ending, which became a beautiful conversation. By chance, Akio Morita found that Yamato Weize, a new acquaintance, knew some management skills and had various potentials as a manager. His musical attainments are also very useful to the company, so he was decisively hired to work in the recording department. One year later, he was promoted to general manager of recording department and product planning department, and nine years later, he was promoted to president of Sony. 5. Good self-awareness ability. Psychological research holds that people are always used to judging others by their own standards. As a recruiter, if you can't have a sound and accurate understanding of yourself, you can't judge candidates fairly, justly and accurately. Must be able to avoid the influence of relatives and friends, emotions, etc.

(3) As a recruiter with professional knowledge and high cultural quality, to correctly evaluate the ability and knowledge of candidates, we must first have the necessary professional knowledge. The knowledge that a recruiter should possess includes two aspects: one is to evaluate the knowledge structure applicable to all departments and positions, that is, to understand the basic knowledge such as psychology, personnel management, talent science and applied mathematics. The second is to have the professional knowledge that needs to be mastered to evaluate the types of work in an industry. Recruiters should be people who are quite familiar with the business of the candidate's position and have certain permissions. Only in this way can we communicate well with the candidates in the interview and make a correct evaluation. Sometimes, applying professional knowledge is also an interview skill, which can be used to exclude unqualified candidates and save interview time and recruiters' energy. In addition to the above basic qualities, recruiters should also have rich experience and comprehensive evaluation techniques.