When HR recruits for the company, how to judge whether the candidate is satisfied with the position?

Appointment: the interview officially begins, which may not be easy for the general company to do, but I can do it. Since Zhao Chenggang made an appointment for an interview online, the interview has officially started. The tone of the candidate when answering the phone is the most practical, and the first reaction after receiving the mobile phone is the most practical, which can show a person's mentality, quality and mental outlook of treating people; Simple interactive communication can easily tell whether a person's strategy is clear or not, and even the voice heard from the mobile phone can tell a person's temperament. Many larger companies or better companies have tests, and most of them are online tests at this stage. This kind of examination questions are generally designed by professional human resource management consulting companies, behind which is a set of psychological theory management system.

It can help employers to master the IQ level, personality characteristics, thinking mode, management style and essential driving force of candidates. Compare the test results with the company's work experience data to show more aspects of a person's portrait. First of all, find out who the company must have (employment standards/precise positioning of positions). Recruitment interview is the first step of most HR development, but many HR are usually inaccurate when choosing resumes or recruitment interviews, because they are not clear about the standards and standards of the position itself, and there are too many interviews, and people who come to the door are usually inappropriate because they don't understand the employment standards. Some people may ask, what items does the employment standard include? In other words, at what level should a candidate be evaluated? This is actually another problem. Each company has its own evaluation level for the position, but it can't be separated from professional skills, comprehensive ability and its values.

Naturally, different companies have different emphases, but as long as we clearly know what kind of people we must have, it will not be too difficult to find the right talents and structure interviews. After understanding the company's employment standards, we will conduct a structured interview for the basically selected candidates, and the interview evaluation level will ask questions about the above three points: for example, we can judge whether the professional skills of the other party meet our standards according to the experience of the candidates; According to the interview communication view, examine the candidate's thinking logic and communication language expression ability; According to the amateur group letter time management, family situation and other information, identify each other's self-study ability, educational experience, job hunting motivation, temperament, life values and so on. Structured interview is a purposeful and systematic evaluation method based on work standards.

Bachelor degree or above or college degree, basically full-time, self-study and adult education are basically impossible. Naturally, it depends on the field and the business scale of the company, such as FMCG, marketing and marketing positions, and the demand for diplomas is slightly lower. Is there continuity in your post since graduation, and have you been in the industry all the time? HR will also think carefully about the candidates who hold several positions and have a large field span, and doubt whether the career development plan of the candidates is established. Generally speaking, campus hr recruitment can only be based on the premise of choosing an employer in advance and inviting conversations that meet the basic situation. According to the personnel department (salary category and working age, job matching) and the employer's suggestions (professional skills, teamwork, comprehensive ability) to confirm whether it is appropriate.