How to select high potential talents in campus recruitment

Before conducting campus recruitment, each organization must have a preliminary definition of the future training direction of college students, and then combine it with the culture of the organization to accurately and effectively select candidates. This is the most important step in recruiting and selecting talents. Talents who conform to the MAP model are high-potential college students.

Due to lack of work experience and no tangible work performance for reference, fresh college students have no real work performance to refer to. What kind of talents are suitable for enterprises? In addition, college students born in the 1980s are very different from young people in the past. They are energetic, active in thinking, and dare to think and do, but they seem to lack some tenacity and hard-working spirit. So, what aspects should be used to select college students born in the 1980s to become the most suitable new force for enterprises? This is the primary question faced by human resource managers in various institutions when recruiting fresh college students.

First of all, one point that business managers and human resources departments need to make clear is that different styles of organizational culture have different quality requirements for people, and different positions have different quality requirements for people. Some companies advocate the courage to innovate and take risks; while others advocate rigor, meticulousness and compliance with regulations. Only the match between people and organizational culture can enable the right talents to enter the right enterprise and enable the talents to make maximum contributions to the enterprise.

Secondly, different positions have different requirements for people. For example,

Sales positions have higher requirements in terms of openness of thinking, communication skills, initiative, etc.; while financial positions have higher requirements in terms of numerical sensitivity, rigor and meticulousness, and principledness. It will be higher. Therefore, before each organization conducts campus recruitment, it is necessary to have a preliminary definition of the future training direction of college students, and then combine it with the culture of the organization to accurately and effectively select candidates. This is the most important step in recruiting and selecting talents.

Although different positions have different requirements for people, there are also some very different characteristics between different positions, and they also have the same quality requirements for people. Some basic competencies can help college students achieve better work performance when working in different positions. College students with good basic competencies are the ones favored by enterprises. The so-called competency is the combination of knowledge, skills, abilities and traits that an individual possesses to successfully complete a certain work task. Basic competency qualities are the basis for helping college students achieve career success.

Based on the author's previous research and practical experience, we have found that college students who have comprehensive and balanced development in three aspects: brain power, attitude and interpersonal skills are more likely to be suitable for future jobs and achieve excellent performance more quickly. The MAP model constructed by the author: M (Mental capability) Brainpower is a person’s ability to process information, that is, the process of analyzing information and making judgments. A (Attitude) attitude is a person’s inner basic understanding of life, work, and career. P (People skill) Interpersonal skill is a person’s ability to interact with others at work and in life. Specifically, college students with high potential should have six abilities or qualities in terms of brain power, attitude and interpersonal skills.

The meaning of the MAP model is as shown in the following table:

Mental capabilityAttitudePeople skillMental attitude and interpersonal skillsThe MAP model of high-potential college studentsThe meaning of the MAP model is as shown in the following table:

Specifically, college students with high potential should possess six abilities or qualities in terms of brainpower, attitude and interpersonal skills.

Mental Attitude Interpersonal Ability Learning Ability Adaptability Initiative Responsibility Resilience Team Spirit Learning Ability: Learning ability refers to a person observing and participating in new experiences and integrating new knowledge into existing knowledge. Thereby the ability to change the existing knowledge structure. What is emphasized here is the process of acquiring new knowledge.

Learning ability is the basic quality for college students to adapt to the professional environment and improve their professional skills. A large Internet company places special emphasis on applicants' learning ability when recruiting.

Statistics from its sales positions show that the sales performance of employees with excellent learning ability after one year is more than three times that of employees with average learning ability.

Adaptability: Adaptability refers to a person’s preparedness to face a complex social environment and his or her ability to withstand and utilize resources after entering the environment. In layman's terms, it refers to the ability of college students to adapt to the new environment and utilize work resources after entering the new work environment. Adapting to the new environment is a prerequisite for a person to work effectively. The faster you integrate into the environment and the more resources you use, the greater the likelihood of excellent performance. Most college students born in the 1980s grew up under the care of their parents, and their ability to do things independently is limited. Therefore, their adaptability determines how quickly college students enter their future work status and whether they can adapt to the ever-changing social environment of information.

Initiative: Initiative refers to the behavior of a person actively undertaking work without being driven by external forces. The stronger the initiative of employees, the more work they undertake, the greater the training they receive, the faster their development speed, and their contribution to the organization will increase accordingly. We have found in many years of recruitment and selection that employees with higher levels of initiative perform better at work and hold relatively higher positions.

Responsibility: refers to a person's conscious and responsible attitude toward work and his willingness to work hard to do a good job. Responsibility is a necessary condition for completing work with high quality. The losses that employees who lack a sense of responsibility bring to the organization are far beyond imagination. In organizations such as financial institutions that desperately need a sense of responsibility, even a small amount may bring economic losses of millions to the organization.

Perseverance: Perseverance is a manifestation of will quality. It refers to the spirit of persisting in advancing work until it is achieved in the face of difficulties. You will encounter many difficulties at work, and it is impossible to achieve anything if you give up easily when encountering difficulties. Resilience is closely related to employee turnover. A graduate of a university majoring in foreign languages ??changed jobs six times in one year. There was only one reason for each resignation. When he encountered business difficulties and interpersonal difficulties, he chose to escape. Such frequent job changes have had a negative impact on the organization and also set up obstacles for one's own career development.

Team spirit: Team spirit refers to a kind of mutual communication, mutual cooperation, mutual complementation, mutual responsibility, joint exertion of collective wisdom, and joint creation of brilliant achievements around the realization of organizational goals. ***The spirit of enjoying achievements and honors. The work that college students undertake after joining the job is not just simple operational tasks. There are more tasks that are difficult to achieve by oneself and require teamwork to complete. People who cannot integrate into the team will not be accepted by the group and cannot be assisted by their colleagues. There once was a college student who was very capable in all aspects, but he just couldn't cooperate well with his classmates and liked to work alone. After joining the work, he was quickly excluded by his colleagues and was unwilling to work with him. This has caused great obstacles to one's own career development and also brought considerable losses to the organization.

Diversified assessment techniques to examine college students’ MAP

The above six dimensions constitute the basic competency of college students. Different dimensions require different assessment techniques to be evaluated, and the appropriate Assessment technology is the technical guarantee for accurate evaluation of the six dimensions. Different assessment techniques will be used in each link to ensure the accuracy of the assessment.

The assessment techniques for assessing six competency qualities are shown in the following table: MAP Brain Power M Attitude A Interpersonal Skills P Learning Ability Adaptability Initiative Responsibility Resilience Team Spirit Basic Cognitive Test Structured Interview Mental Health Test Structure Structured interview, leaderless group discussion, structured interview, motivation test, structured interview, personality test, structured interview, personality test, leaderless group activity, structured interview. In recent years, based on the MAP model of high-potential college students, diversified assessment techniques have been used to help many Group units have successfully selected tens of thousands of college students. Years of practical experience tell us that to select suitable college students, we must first have accurate and scientific selection criteria, that is, the MAP model of high-potential college students; secondly, we must adopt diversified scientific evaluation methods. Only in this way can we help companies use a precise ruler to select the right people. , to gain sustained competitive advantage.

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