How should an organization foster strengths and avoid weaknesses and recruit suitable employees?

In order to improve the effect of recruitment interview, we must fully understand the psychology and behavior of ordinary candidates. Although each applicant has some different psychological and behavioral characteristics, there are still some * * * characteristics to follow. The most typical phenomenon is "foster strengths and avoid weaknesses".

Even the most honest person knows to foster strengths and avoid weaknesses in the interview process. The general psychological and behavioral characteristics are:

1. Before the interview, I was thinking about my strengths and weaknesses in the position I want to apply for; How to deal with problems that touch your shortcomings and how to give full play to your strengths and advantages.

2. When introducing yourself, introduce yourself selectively.

3. For the questions with advantages, focus on answering, introduce them as carefully as possible, and reflect the word "real"; Try to answer as few questions as possible that touch your weakness, try to be simple and embody a "virtual" word.

4. Experienced candidates always guide the questions in their own advantageous direction.

Some candidates even avoid some questions in various ways, such as deliberately misinterpreting the interviewer's questions.

As long as we observe carefully, we will find that people who "foster strengths and avoid weaknesses" will show some behaviors because of psychological abnormalities:

1. Hesitant or incoherent;

2. look nervous;

3. There are some redundant movements in hands and feet;

4. Smile or think for no reason;

5. There are more blinking movements;

6. Jumps in conversation increase.

How to treat and deal with candidates' psychology and behavior of "fostering strengths and avoiding weaknesses"?

The general practice is:

First, admit that this is normal human behavior. Because, everyone will have this kind of psychology of self-protection, hiding weaknesses and publicizing advantages. The more people want this job, the more prominent this behavior is. The difference is that some people are smart and decent, while others are stupid. So don't have a bad opinion of the applicant just because you find this kind of psychology and behavior.

Second, we should maintain a high degree of mental concentration at all times, capture the "unusual" information of candidates from language, manners and posture at any time, and find out which aspects of candidates are developing their strengths and which are avoiding their weaknesses at any time.

Third, there is no need to delve into what has been judged as long or short; For those who are not sure, we should hold on to it and explore it in depth.

Fourth, if his strengths and weaknesses are outstanding, it should be measured by "relevance", that is, if his weaknesses are required by his job responsibilities or work skills, skills or work experience, and his strengths are irrelevant, then this person should not be chosen.

Fifthly, there are many methods for further study. For example, let the other party talk more deeply and specifically in this respect, and let the other party talk about the shortcomings of the previous practice and whether it can be improved. In this way, the shortcomings of the other party can generally be found immediately.

Sixth, and most importantly, it is to adopt behavioral interview to avoid the lack of language. Structured behavioral interviews based on star rules are more effective.