How to be a qualified recruitment supervisor?

In the eyes of laymen, recruitment seems to be an easy job, as simple as advertising, interviewing, adjusting files and receiving. In the eyes of job seekers, the hiring supervisor has the "power of life and death" to hire or not, which is above. Laymen have this kind of "prejudice", but as a recruitment supervisor, they lack sufficient understanding of recruitment work and will inevitably encounter difficulties. A qualified recruitment supervisor must have a correct and clear understanding of the recruitment work. As a window for candidates to understand the company, good manners and behaviors will often leave a deep impression on candidates, thus forming a positive or negative understanding of the company they are applying for. In fact, the applicant's knowledge and understanding of the company where the position is applied for is more obtained from individuals, such as acquaintances within the company, recruitment managers, front-line managers, employees and so on. On the phone, an applicant said to me, "I still have a good impression on your company and I am particularly impressed with you." In fact, he has never been to our company at all. We only met once at the job fair. If the hiring manager treats people badly, behaves inappropriately and lacks professional image, then even if the company has a great reputation and the recruitment booth is luxuriously arranged at the meeting, I am afraid it will leave a bad impression on the candidates. Calm and objective analysis and judgment. The standard for selecting a supervisor is actually very simple, that is, choosing the talents that the enterprise needs, rather than recruiting the talents that the supervisor likes. Recruitment is not about making friends, you must find someone with the same temper as yourself. On this issue, the hiring manager should not be vague at all. Otherwise, judging an applicant by making friends is tantamount to putting on a pair of invisible colored glasses. Hiring decision is naturally unfair, and the wrong hiring decision will bring huge losses to the company. In fact, the talents needed by the company should not come from a model. They come from different departments, from different positions, and need different skills, characteristics and talents. Therefore, recruiters should grasp the selection criteria according to the real needs of the position, rather than making judgments according to their own likes and dislikes. To make an objective judgment, we must overcome common mistakes such as stereotype, first cause effect, recency effect, halo effect, and deviation of the same kind of people. I often hear some colleagues say half jokingly, "I know it's someone at a glance." This sentence can be understood from two angles. We can understand that only so-and-so can recruit such high-quality talents, which is of course a compliment, but we can also understand that so-and-so recruits all the same people. If it is the latter, it is necessary to reflect on yourself. In addition to the two points mentioned above, you must also master the necessary interview skills and psychological foundation, and the shortcomings in this respect can be made up by relevant training. At present, both structured interviews and unstructured interviews have certain effects.