And this transformation is an important task for an HR professional who is proficient in enterprise process management to complete! If you can transform these written descriptive languages ??into spec

And this transformation is an important task for an HR professional who is proficient in enterprise process management to complete! If you can transform these written descriptive languages ??into specific quantitative standards, congratulations! This move will definitely make you of incomparable value in the eyes of the employing department! 1. Bachelor degree, major in human resources; 2. More than three years of relevant work experience; 3. Familiar with the overall recruitment process and implementation points of each link, master recruitment methods such as behavioral interviewing, and familiar with recruitment channels and evaluation tools; 4. Possess the Good affinity, strong execution and teamwork skills. It can be completely converted into such an interview evaluation standard: through such conversion, segmenting it from four dimensions and clarifying the measurement standards, will it be easier to select the talents we want? In particular, there is a benchmark behavior, so what is a benchmark behavior? In order to avoid interviewers being confused by their strong affinity and communication skills, this is a technique in recruitment. For example, if colleague A in department is recognized as the person with the strongest execution ability, then as a benchmark behavior for strong execution ability, colleague B is the executive As a benchmark behavior for people with average execution ability, colleague C is the person who everyone thinks has the worst execution ability. We define this as a standard behavior with poor execution ability. According to this standard, it is clearly defined in the interview team With the standard of execution ability, it is easy to unify the evaluation standards during the interview, achieve common sense, and avoid misjudgment by the interviewer. 5. Insufficient knowledge of interview methods and interview techniques. This is a real problem that many companies are currently facing, especially some small and medium-sized enterprises that are developing rapidly. It is crucial to establish a complete recruitment process and recruitment and selection technology. Due to the lack of effective interview methods and technologies, many companies use interviews to solve the problem of selecting candidates. In fact, interviews are the most traditional interview method and the most efficient selection method, so we often see cases of failed selection. , are everywhere. In particular, we often see that some seemingly fair interviews often fail to select the right person, because although the entire interview has three procedures, it is actually a replay. Because there is no structured interview design in advance, the three interviewers are in trouble. Doing the same repetitive work and asking redundant and inefficient questions makes the candidates feel bored. More importantly, they feel that the interviewer opposite is unprofessional and that the standardization of corporate management needs to be improved. Therefore, establishing scientific screening and filtering procedures and introducing core interview techniques and selection methods are crucial to selecting suitable talents. Well, just now we have analyzed the recruitment problems currently faced by enterprises, and finding the problem is the beginning of solving it.