Why do enterprises make mistakes in recruitment?

There is a classic saying about this question: what you see is just what others want you to see. Enterprise recruitment is sometimes like a blind date. Even if you observe it carefully, sometimes you will make mistakes. Although we screened some people in the recruitment process, there will still be some people with mixed fish and dragons and excellent acting skills who put forward very high requirements for our eyesight.

The following three methods will be very helpful for enterprises to recruit people, improve their eyesight and screen better talents.

First, examine the professional quality.

The investigation of professional quality can not only be conducted through simple face-to-face communication, but also requires the relevant departments to take the form of testing. Only in this way can we reflect a person's ability more objectively. For some technical positions, it is very necessary to examine my operational ability. The purpose of doing this is also to prevent some people from cheating. For example, some people who are interviewing for design posts are afraid of their lack of ability and take their friends' works to the interview.

Second, examine the comprehensive quality.

This ability includes environmental adaptability, logical thinking ability, interpersonal communication ability and coordination ability. We can use scenario simulation to ask the interviewer questions, restore the real scene, and better see a person's real talent and knowledge.

Third, through background investigation.

Many job seekers are often in the same circle, so as a recruiter of the company, you can know their personal abilities through background investigation. Through the people we know in the circle, we can know how the employee's previous work ability is, so that we can have a more comprehensive understanding of this person's ability and comprehensive situation through other people's reports, which provides a very good reference for us to hire him.