What should you ask for when you want to recruit more high-quality talents?

Enterprises should pay attention not only to the professional ability of job seekers, but also to the quality of job seekers. Finding like-minded people to work together is the hope of enterprises, so the talent department must pay attention to the relevant evaluation of job seekers' quality in recruitment. To conform to the company's values, the company's values are the direction of the enterprise and the connotation of the enterprise culture. HR must incorporate corporate values into the recruitment process so that job seekers can see it. HR must judge whether the job seeker conforms to the enterprise's values through professionalism and experience. For example, an enterprise takes the customer's needs as its values, and HR solicits the opinions of job seekers on the customer's reaction when recruiting, and judges whether the recruited talents are suitable according to the opinions of job seekers.

Judge whether the job seeker really loves the job. In a big way, it is this profession. Do you really like this job? People who really like a profession have paid a lot to do this job well and their hearts are full of joy. This judgment requires the talent interviewer to have more job-related discussions with the job seeker during the recruitment process to judge whether the job seeker just regards this job as a "job" or really loves this job. The recruitment of assessment examination has been going on for many years, and actually a perfect standard has been formed. HR can conduct some evaluation to judge whether job seekers are high-quality talents. Use these tests to test many things. For example, test the cognitive flexibility needed to complete the work, the emotional adaptability to the work, the adaptability to the work culture, and whether a person likes the job and everything related to it.

The purpose of learning from people who have left their jobs is not only to get a general understanding of some people who don't like the job or what's wrong with your company, but also to use what you know to adjust the recruitment criteria and unsuitable people-if better, really adjust the job and make it more interesting. In today's social networks, checking the applicant's suggestions should be the first step-not the time to draw a conclusion during the recruitment evaluation process. Conduct an online survey to see if anyone is suitable for your organization. Remember, what you are looking for-the recommendation of a qualified candidate or expert may become a reliable source of information.

Some HR people think that the idea that "many people outside are suitable for filling low-skilled vacancies" is very attractive. In a sense, there really isn't-there are more job seekers with college degrees than those with college degrees. However, there will always be a shortage of high-quality talents-people we want to work with. They are diligent, ambitious, hardworking, enthusiastic and modest, and contribute more to your customers and colleagues every day. Believe me, such people are definitely not rich, so don't let your guard down when recruiting such people. High-quality talents are scarce resources of enterprises at any time, and HR is often encountered in the recruitment process, which is in short supply. As an HR, you need some judgment. The key is to be able to judge whether a job seeker is a high-quality talent.