Recruitment, how to do a good job in talent screening in interview

First of all, we must have a clear positioning and demand analysis for the interview position.

Bottom line positioning is based on the interviewer's ability derived from the job requirements, which requires him to master the job requirements such as work quality, work ability and relevant work experience.

In the interview, the basic post ability is used as the preliminary screening standard to obtain talents who basically meet the requirements of the job.

Conduct a basic investigation on the job quality of the interviewer to judge whether he is qualified for the position.

From the position point of view, ask the interviewer standard questions, get his personal information, and judge the fit with the position.

From the perspective of job extension, this paper puts forward targeted questions, and preliminarily judges the interviewer's personal comprehensive quality from the aspects of communication ability, work ability, efficiency and work attitude.

According to the interviewer's reaction, behavior, psychological status, expressive ability and personality, judge whether his performance in the position meets the overall requirements of the position.

Ask professional questions to the interviewer according to the position, judge his overall situation, future planning, etc. Whether you are prepared for the previous interview and understand the relevant industries where the position is located, and judge whether you can quickly integrate into the work after joining the job.

Compare the interviewer's personality characteristics with the existing employees, and judge from the team's point of view whether it should be more compatible with the people in the team who often or must contact, judge the environment in which they get along, and avoid problems in teamwork.

From the perspective of enterprise demand, consider the potential contribution of the interviewer to the enterprise.