How to grasp the job stability of candidates in human resources interview

How to grasp the job stability of candidates in human resources interview

Enterprises have different requirements for job stability of candidates at different stages. Generally speaking, if an enterprise is in a start-up or declining stage, it can pay more attention to the ability and work experience of the applicant when recruiting, so as to open up business or save the enterprise crisis as soon as possible. If the enterprise is in the stage of development or maturity, it requires higher job stability of the candidates, and the higher the recruitment level, the higher the job stability of the candidates.

A person's future performance after entering the company will be affected by many factors, such as development opportunities, colleague relations, resources, company development, etc., including many uncertain factors. So we can't find a foolproof way to ensure the accuracy of the choice. However, this does not mean that we are powerless in the face of this low accuracy. Practice has proved that we can adopt appropriate decision-making mode to improve the accuracy of selection and avoid some basic mistakes. Is Ren Zheng Fei of Huawei making a decision? Ask for the opinions of the majority, consult with a few, and finally make up your own mind? .

Measure career stability from the degree of career planning of candidates;

Generally speaking, candidates with good career planning are more stable. Therefore, we should pay attention to the industries and positions that candidates have worked in their resumes, so as to judge their career stability:

(1) If the applicant has been working in the same type of position in the same industry, for example, the previous work experience has been engaged in quality management in the toy industry, such an applicant has a very good career development direction and career planning, and the stability is the strongest;

(2) If the applicant has been working in different positions in the same industry or the same position in different industries, such as having worked in the toy industry in the past, but having held positions in procurement, quality, production management and sales. Or those who have worked in trading houses, purchasing centers or manufacturing enterprises but have been engaged in quality management, such candidates also have a clear career development direction and high stability.

(3) Even if the applicant's previous work experience can't be classified by industry and position, the current position lasts for a long time and has formed a lifelong career trend. The stability of such candidates is relatively high, but it is necessary to talk about the reasons for changing the career development direction during the interview.

(b) Measuring occupational stability from the applicant's past personal experience;

Pay attention to the duration of each job, the frequency of changing jobs, the interval between jobs, etc. And evaluate the stability of candidates.

(1) Within five years after starting work, if the stability of people who have changed jobs three times or more is poor, as a person who just started working, he must work in a work unit for 2~4 years before he can make any achievements. If he keeps changing jobs at the beginning of his job, it means that the applicant has never found a position that can let him play. Such a candidate basically has no good personal career plan. His job is that he just makes a living.

(2) If the applicant's previous working hours are basically the same, it may have formed the habit of leaving. When the work lasts for a certain period of time, he will leave his job unconsciously, often because he wants to change his working environment. The job stability of this candidate is poor, but it is still formal.

(3) If the duration of each job of the applicant shows an upward trend and the frequency of changing jobs shows a downward trend, it shows that the job stability of the applicant is increasing, so that the job stability of the applicant will be better and it will be easier to find the law.

(4) Observe the start and end time of each job. If the end time of work is basically not within the contract period, it means that candidates are more likely to leave their jobs halfway and have relatively poor stability.

(5) If the interval between jobs is long, it means that the candidate often voluntarily resigns or is dismissed without finding the next job, and the stability of the candidate will be poor, and his personality is often impulsive and irrational.

(3) Psychological test evaluation:

At present, many talent evaluation softwares have stability tests. Psychological tests are generally conducted by means of scale or graphic innuendo, which can reflect the subconscious of candidates to a certain extent and provide more objective and scientific basis for evaluation. However, the stability of candidates can not be judged only by the results of psychological tests, but must match the results obtained by other evaluation methods. If the results of psychological test are consistent with those obtained by other evaluation methods, the accuracy of evaluation can be increased. Otherwise, there will be contradictions and more evaluation methods are needed to verify them.

(4) Evaluation of other psychological characteristics:

External behavior is the result of psychological drive, so psychological characteristics can really affect people's behavior, and occupational stability is closely related to some psychological characteristics of people. If the candidate has corresponding psychological characteristics in the interview process, we should pay special attention to his career stability. Generally speaking, the psychological characteristics that affect career stability are desire psychology, comparison psychology and adventure psychology:

The first is desire. As the saying goes, contentment is always happy? . It is desire that has a great influence on people: the greater the desire, the worse the stability, and the easier it is to change jobs. When you have great desires, you often feel unsatisfied. In order to satisfy their desires, there are two ways: first, work hard and strive for more income; The second is to jump ship and get a position with higher salary. Under normal circumstances, job-hopping is quick, and it is not surprising to choose the latter. Therefore, people with great desires have poor stability.

The second is comparison. In any case, things outside will always feel better than the actual situation because they are unfamiliar and lack understanding. In fact, this feeling is unfounded. People who love to compare with others will always feel that they have suffered and can get more because of this feeling. Think? His income is too high. Why should I be lower than him? It's not fair. , the so-called? People are more annoying than people? It refers to this phenomenon. When is this? Angry? When a person's psychology reaches a certain intensity, he will inevitably seek job-hopping to ease it.

The third is adventure. People who like adventure always like to try new things. Staying in the same job for a long time is not what adventurous people need. They are always full of impulse to try different jobs. Once the external conditions that constrain this impulse are lost, they will jump ship immediately. Therefore, people with high risks have relatively poor stability.

Things can be viewed from two aspects. In terms of stability, the above factors are unstable, but perhaps from other angles, or from some special occupations, such people are just needed. The following are just some suggestions on how to judge stability.

(E) from the understanding of the reasons for leaving to measure the stability of candidates:

Can you understand the stability of candidates through resumes and psychological tests? Reference point? We need to further confirm by specifically asking the candidates the reasons for leaving each job in the interview. From the reasons for leaving the job, we can often understand the motivation and personality of the candidates, and also evaluate their stability. If the reason for the candidate's resignation is disagreement with the boss, it is necessary to know the background and reasons, the process, the result and the candidate's attitude in detail, and to evaluate whether such a situation may occur in the position to be recruited. There are many foreigners working in Guangzhou now, and some candidates leave because of urgent matters at home. At this time, it is necessary to find out the specific reasons and whether things have been solved.

(six) from the organizational suitability to measure the stability of candidates:

Organizational suitability refers to whether the behavior and values of the organization are suitable for candidates. Interview is a measure of whether a candidate's work style and interpersonal skills are suitable for the management style and corporate culture of an enterprise. It is an important part of employees' job satisfaction and often becomes an important consideration for employees to decide whether to leave their jobs. If we ignore the understanding and evaluation of the organizational suitability of candidates, candidates will often perform poorly after being hired, and there will be high turnover rate and instability. Therefore, organizational suitability has become a key factor to measure the stability of candidates.

When interviewing, first of all, you need to know the working atmosphere of the organization where the candidate will be. What you must focus on in the future is the work style of the candidate's immediate supervisor. For example, if you want to recruit a stable sales assistant for the sales team, you need to know the work style of the sales manager or the sales team. For example, ask the sales manager a question: If you have something temporary, you can work overtime for 3 hours by yourself, but if the sales assistant works overtime with you, it can also be completed in 2 hours. But you already know that she has a personal appointment in advance. If you choose: 1, do all the work by yourself without informing her to work overtime. Tell her to work overtime, but if she asks you for leave, you will agree. 3. Tell her to work overtime, and hope she won't ask for leave. Step 4 inform her. .

Through this topic, I have a preliminary understanding of the working methods of sales managers. In the interview, I can ask similar questions to the candidates. Your boss has an emergency, and I hope you can work overtime, but you already have a personal appointment. What would you do? Then according to her answer, measure whether it conforms to her boss's work style.

In addition, by understanding the past work rhythm of the applicant and comparing it with the team he needs to join, if the work rhythm matches, the applicant's organizational adaptability will be relatively high and stability will be better.

(7) Measure the stability of candidates from the suitability of the workplace;

Workplace suitability refers to whether the applicant is satisfied with the working environment and geographical location of the target job. This point is often overlooked in the recruitment process, but in fact, it is not uncommon for candidates to know where they might work within a few days of joining the company or to leave because of their workplace. In addition, employees who move to a new place may resign because the new place is not suitable for their lifestyle. Discussing the position suitability with candidates in the recruitment process is helpful to alleviate these problems and improve the stability of candidates after joining the job.

(eight) to understand the applicant's attitude towards occupational stability:

For candidates who often change jobs, you can ask such questions:? Many people think that young people can use one? Travel? The mentality of working in various industries and positions, and then choose a long-term position, please talk about your views on this issue in combination with your actual situation? Of course, not all candidates who share this view are unstable. Ask them specifically if their attitude should be stable.

(nine) matters needing attention in the process of enterprise recruitment publicity:

When the applicant makes initial contact with the enterprise, due to the propaganda materials of the enterprise or the unrealistic propaganda of the recruiter on the satisfaction rate of personnel, the applicant's estimation and expectation of the organization are too high. Candidates will be even more disappointed when they find that their high expectations cannot be realized when they take up their posts. This situation may lead to employees' dissatisfaction with the enterprise, and even make employees have the idea of leaving their jobs. Therefore, when recruiting, we should let the candidates know more about the company and introduce the company to the candidates, such as company profile, working hours, working place, salary and benefits, etc. , as the case may be.

Through the above methods, we can fully understand the stability of candidates, and comprehensively evaluate whether the stability of candidates meets the job stability requirements of the positions to be recruited according to the requirements of different development stages and different positions of enterprises. Of course, in today's era when labor has become a commodity, the allocation of workers is like flowing water. In the case of self-pursuit and objective demand, career change is absolute and also relative. Recruiters are looking for people who can and hope to seek development on a relatively stable basis or candidates whose stability degree matches the stability requirements of the positions to be recruited.

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