How do you choose the right person for HR in company recruitment in the workplace?

As an HR, you should be happy when the number of applicants far exceeds the number of recruits, because you can have a wider and more choices. Then how can we choose the right talents? In fact, we only need to adhere to one principle, that is, "merit-based admission."

First of all, look at the education level. Although education does not represent ability, education represents the most basic intelligence level and knowledge richness of this job seeker. Therefore, people who choose a high degree of education are likely to be people with strong abilities.

In addition, people with the same education, those who graduated from famous universities, are definitely more competitive than those who graduated from ordinary colleges. Those who can choose 985, 2 1 1 institutions are certainly more valuable than those who choose "double non-"institutions.

Second, look at professional collocation. When selecting talents, we should adhere to the principle of "making the best use of people and things". You recruit 10 people, and you naturally know what position this 10 person is engaged in. Focusing on the core skills and professional knowledge needed for these positions, it is natural to meet the corresponding professional requirements. So when recruiting people, you must see whose major is more closely related to the person you need.

Only by professional matching can the people you recruit get started as soon as possible, and can they play their professional knowledge and skills to better serve the unit. If the difference between the person you recruit and the position you need is too big, it will reduce the efficiency of personnel use and fail to make the best use of people. This is your mistake.

Again, look at the experience. There are many applicants, besides their academic qualifications and majors, they can also see whether their work experience is rich enough. If the applicant has work experience, and has work experience in other units in the industry where the unit is located, the work efficiency will be higher and his professional skills can be brought into play.

If you are a cross-industry person, it will take some time to adapt to the new industry, which will affect the work speed and reduce the work efficiency. Therefore, experience is also a basis for choice.

Finally, watch the live performance. Everyone in the workplace has his own style and characteristics. At the interview site, those candidates who are calm and free to express themselves will certainly win the favor of the interviewer more than those who are impetuous and tactless in Mao Mao, and will also better represent his work experience and personal characteristics and meet the needs of the workplace.

Of course, there is another point for reference, that is, the overall appearance and temperament can also give you a reference. Although this standard has little practical significance, it can at least improve the overall image level of employees in the unit.