My employment standards, principles and selection methods

As a personnel manager, I adhere to the following principles in the process of recruiting talents:

1, the principle of fair competition; 2. The principle of "restraining before promoting"; 3. The principle of removing weeds and keeping seeds; 4. The principle of less but better; 5, eclectic, meritocracy is the principle.

There are many forms for enterprises to recruit employees, but I think there are three main forms: internal selection, network information collection and open recruitment.

First,? Internal selection

( 1)? Advantages of internal promotion: it can effectively motivate employees to make progress and easily form a corporate culture, which is typical of Japanese enterprises. Disadvantages: it is not easy to absorb outstanding talents, and self-isolation may make enterprises lack vitality. Internal promotion should follow the following principles: meritocracy; Mobilize the enthusiasm of employees; Conducive to improving performance.

(2)? Internal phone? Advantages: employees are familiar with new positions and it is easier to form corporate culture. Disadvantages: Disadvantages similar to internal promotion may also affect the enthusiasm of employees. Internal calls should follow the following principles: obtain the consent of the transferred personnel as much as possible in advance; Advantages of employing people; After the phone call, it should be more conducive to work;

Second,? Collect network information

Every enterprise has many relationships with many individuals or organizations, and these relationships are always called networks. Collecting network information through the network is also an important form of employee recruitment.

( 1)? An acquaintance introduction? Advantages: personal information is easy to understand, the turnover rate after employment is low, and the recruitment cost is low.

Disadvantages: the company is easy to form gangs; The scope of selecting candidates is narrow; It is easy to cause cronyism; If it is incompetence or violation of discipline, the personnel manager should also weigh the background/human feelings and other factors.

The application principle of acquaintance introduction: you must pass the exam and test before you can be hired; Not limited to one or two acquaintances, the introduction should be wide; Remember not to arrange the introducer to work below or above the introducer; Elite management is the best way to promote others, not to avoid personal relationships.

(2)? Employment agency? Advantages: many applicants, no nepotism; Fast and convenient. Disadvantages: it requires a certain fee; The real situation of the applicant is difficult to find out; Some positions lack suitable candidates; Applicants are mixed, and it takes time and energy to get rid of them. The application principle of employment agency: choose an employment agency with high reputation; Try to test the applicant again as much as possible; Please ask the employment agency to provide detailed and accurate information.

(3)? Advantages of "headhunting company": remarkable effect; Airborne troops can play a great role immediately, sometimes enabling enterprises to quickly enhance their competitiveness, quickly defeat their competitors, and the company is brand-new. Disadvantages: high cost; Let the employees in the same position in the company feel lost and frustrated; The planning success rate is not high.

Third,? open recruitment

The process of open recruitment can be divided into the following steps:

1, advertising? 2. accept the registration? 3. recruitment tests? 4, preliminary screening 5, quantity to hire? 6. Recruitment evaluation.

In the recruitment process, I will test the candidates, including psychological test, knowledge test, scenario simulation and interview.

First, psychological test? There are mainly three kinds of intelligence tests, personality tendency test and special ability test.

Second, the knowledge test? There are three kinds of papers: 1, professional knowledge? 2. comprehensive knowledge? 3. Related knowledge

Requirements: The examination questions are scientific, and the professional operation links are strict and fair.

Fourth,? Scenario simulation? Just like a drama performance, the interviewer is required to deal with unexpected problems and come up with solutions/strategies, mainly to test his psychological quality, potential ability and comprehensive quality. Sometimes, the interviewer will be taken to various departments or workshops of the company, so that the interviewer can make an "imitation show" and be a temporary acting supervisor to see how he responds to emergencies.

Verb (short for verb)? Interview? Divided into: informal interview, formal interview, random question and answer, thesis defense.

Requirements: 1. Focus on the purpose of the interview; 2. Create a relaxed and harmonious atmosphere; 3. The conversation is concise and to the point; 4. Avoid long-term interviews, because there are too many people and insufficient energy, and the evaluation will be inaccurate; 5. Ask less topics unrelated to the job; 5, avoid overconfidence, 6, avoid preconceptions; Avoid stereotypes; 7. Pay attention to nonverbal behaviors (including the interviewer's expression, movements, intonation, etc. 8. prevent unnecessary mistakes; 9. Pay attention to the first impression; 10 to prevent the influence of "birds of a feather flock together". If someone happens to be an alumnus or fellow countryman with me, or have similar experiences and hobbies, mutual appreciation is a bosom friend.

(Note: This article was written on 200 1.8. 1)