How can we recruit the right employees?

I often hear from people in the workplace that it is a headache to recruit employees. It is difficult to recruit good employees, and it is even more difficult to recruit excellent employees. However, the reasons are mostly in itself, such as the lack of an enforceable standard, the messy perceptual judgment of the interviewer and so on. Although the recruiters of many companies are human resources practitioners, most of them give me the impression that they are not well trained and professional. This paper ignores whether the authorization is appropriate and whether the location is appropriate. Judging from whether the candidate is initially qualified for the position, many companies never seem to have an objective and practical appraisal scale. First of all, the company should determine the quality model of the position, such as knowledge, skills, self-concept, characteristics, motivation and other aspects to sort out ideas, and then in the interview process, it is necessary to judge the personality characteristics of the candidate, in addition to personality testing tools, it can also analyze the other party's language, speech speed, expression, behavior and so on from the dialogue process. The design of quality model must refer to the stage of the company, the characteristics of corporate culture and the analysis of the current situation of post work, otherwise the pertinence will be greatly reduced. Second, the interviewer needs to have a complete set of interview topics, processes and so on. , to ensure that your judgment is correct and conforms to your company's model for this position. Questions don't have to be answered in writing. Asking job seekers to answer orally may save more time and reflect the quality of the interviewer. Closely around the post quality model. However, what I met and what others told me gave me a negative judgment, because the interview process was too casual: for example, the interview questions were too big, many positions were a set of questions, and the pertinence was not strong. No matter whether the job seeker was an industry practitioner or not, whether he could answer them or not, many questions were downloaded from the Internet and the answer time was too long. It is conceivable what the answer will be and what the effect will be; For example, in order to show off their profound knowledge, some interviewers often ask job seekers to answer some questions that have nothing to do with the position. If they like a writer, they will ask job seekers to know the writer, otherwise they will be unhappy. Very ironic; For example, after an interview in a company, a job seeker will be asked to write an article about the job. After the job seeker sends it to him, it will be like a stone sinking into the sea, and there will be no news. For example, one or two questions will irritate job seekers, which will make the interview process full of gunpowder. What is the result, you can imagine; For example, ask two or three questions casually, maybe it's just polite and end in a hurry. I don't know whether to put pressure on existing employees by pretending to be busy or for other purposes. Such an interview is doomed to fail, which can only play a negative role for job seekers and companies. 4E and 1P standards, suitable for the judgment of each post: