Is it difficult to interview the third-line employees of Yingli Automobile?

Obviously, recruitment is becoming more and more convenient and there are more and more recruitment channels. If nothing else, there are more than five recruitment websites that can be named. 58. Zhilian, Boss and Mavericks are all recruitment software used by companies now. Through these softwares, the recruitment efficiency of HR has really improved.

However, as the number of applicants increases, the workload of HR will also increase, and the number of employees recruited will also become uneven. Therefore, it is very important for HR to control the quality of employees. As an HR, I don't recommend hiring these three kinds of employees when I meet them in recruitment. If you are hired, you are irresponsible to the company. In this way, when the hired employee makes a mistake, it is likely to implicate HR and let HR bear the risk of being dismissed.

The first type of employees: employees who lost contact for no reason.

The first step of HR recruitment is to get in touch with the candidates, and then have a superficial communication with them first. If you think the applicant is suitable for the company, you can make an appointment for an interview until the interview is over and inform the applicant of the interview results. During this period, candidates need to keep in constant contact with HR. During this period, if some candidates often lose contact and reply to messages in time, HR should pay attention.

Especially when the interview arrangement is notified, if the candidate can't receive the message and reply in time, it is difficult to determine the specific time of the interview, which is very passive for HR, because HR has to arrange interviews for other candidates and cater to the time of company leaders, and the two need to be reconciled, which requires the candidate to maintain continuous communication with HR, so when an applicant replies to HR's message slowly and perfunctory, HR must pay attention. Since the contact is not timely, there is no need to arrange an interview.

The second kind of employees: employees who bring their families to the interview.

This kind of employee who brings his family to interview is called "wonderful candidate" by many HR, and this kind of candidate is still very common in real life, mainly concentrated in the fledgling college students. The reason is that I am new to the society and have no work experience, so I bring my parents for reference. Let's not talk about how naive this reason is, that is, interviewing by yourself, two people listening, and the parents next to it will interrupt from time to time, so the impression of HR will not be too good, and the chances of success will definitely be very low.

Moreover, such employees have poor self-care ability and poor ability to fight. They can't stand the blow and are not suitable for working in the company at all. And if he is a little unhappy in the company, he will complain to his parents when he comes home, and his parents will come to the company again, which will be embarrassing. Therefore, when seeing such an employee, HR should stop loss in time, that is, don't hire him directly. Not hiring such employees will reduce a lot of trouble.

The third kind of employees: employees without career planning.

I often meet such employees in interviews, and I don't know. The interviewer asked him about his future work plan, but he didn't know what he wanted to grow up in the first stage. In short, I just want to work in the company, and I don't know anything else, so I'm very confused.

If an employee does not have a long-term plan, it is actually understandable. But if you don't have two short-term plans and don't even know what you want to do when you come to the company, be careful. Because if he has no goal, he will have no direction in his work, and naturally he will not achieve much in his work. It is best not to hire such employees.

In short, HR will meet all kinds of employees during the recruitment process. In communication with employees, it is necessary to judge whether employees are suitable for the company and whether they will have a good influence on the company. Only in this way can employees create more benefits for the company after they join the company.