A brief introduction to the course of Lin Kunzhan

Efficient recruitment and interview skills-a solution to the crisis of talent selection

Course income

1. Help enterprises master the method of building a practical recruitment management system.

2. Help enterprises choose the right person, improve execution and improve work performance.

3. Ensure that the employing department, professional technology and human resources department of the enterprise clearly define their respective responsibilities in recruitment.

4. Help students learn practical recruitment management skills and improve the quality and efficiency of recruitment.

5. Master and apply scientific interview methods and skills, and master interview skills of different types and levels of talents.

6. Learn to distinguish between "facts" and "lies" in the interview.

course features

1, adopting structured thinking and a new perspective.

Help students to re-understand the management process and key skills of modern enterprise recruitment management;

2. Through panoramic case display, guide students to master the professional skills of talent selection;

3. Provide the most practical methods and tools, conduct the most professional classroom exercises, and let you master the professional points of structured interviews on the spot;

4. Consultants who are well versed in the actual operation and management of the enterprise teach, put an end to empty preaching and point to the actual operation.

5. Curriculum design pays attention to the inspiration, interaction and effectiveness of students' thoughts and behaviors.

course syllabus

The first recruitment management skills

Section 1: Establishing a Practical Recruitment Management System

1, Analysis of Misunderstandings in Recruitment and Reasons for Failure

Video case: Why can't Boss Liu recruit people?

2. Professional division of labor in recruiting and selecting talents

Responsibilities of human resources and business departments in recruitment

Responsibility of professional and technical personnel in recruitment

3. How to build a practical recruitment management system?

Case sharing: the recruitment process of a multinational enterprise

Tool Sharing: Practical Recruitment Management System

Tool Sharing: Contents and Examples of Recruitment Manual

4. Effectively integrate various recruitment methods.

How to effectively identify and screen resumes

How to conduct a background check?

How to implement assessment tools

Section 2 Competency-based Selection Criteria

Case sharing: Mr. Tang recruited soldiers.

1, how to determine the selection criteria?

Example Sharing: Talent Selection Criteria of Famous IT Companies

2. The application of competency model in recruitment.

Field practice 1: determination of recruitment standards

3. How to choose the selection method according to the selection criteria?

Field Exercise 2: Determination of Re-selection Method

Practical skills of re-examination

Section 1 Professional Interview Skills

Case sharing: the application experience of well-known companies

1. Common misunderstandings in interviews

2. Key skills before the interview

Tool sharing: interview plan

3. The key skill in the interview-how to ask questions

Case sharing: examples of interview questions

Field exercise: professional interview question bank

4. Key skills after the interview

Tool Sharing: Structured Interview Evaluation Form

Section 2 Shaping Professional Interviewers

Video Case: Professional Interview Process

1, How to Listen Effectively

2. How to judge whether a candidate is lying?

3. How to answer candidates' questions?

4. How to take interview notes?

5. How to pay attention to your nonverbal signals?

Human Resource Management of Non-human Resource Managers —— Breaking through the Enterprise Talent Crisis

course syllabus

First, understand human resource management-the human resource consciousness of line managers.

1, people, human resources, human resource management

case sharing

2. Look at human resource management from three different angles.

3. Introduction of human resource management system

4. Every manager is a human resource manager.

Second, professional recruitment interview skills-keep an eye on people.

Recruitment is a rational marriage.

3, recruitment methods and processes

Video: Boss Liu Recruitment

4. Practical interview skills

How to ask questions

How to judge whether a candidate is lying?

5. Common misunderstandings and avoidance methods in the post-interview evaluation process.

Third, the division of responsibilities and staffing-effective employment.

1, position management: the cornerstone of human resource management

2. How to conduct job analysis

case analysis

3. How to write a job description

4. Skills of work assignment

5. Have you communicated with your employees?

For leaders, "managing people" is more important than "managing things"

Managers' ears are more important than their mouths.

6. Make good use of various "problem employees" within the enterprise.

Case: the story of American soldiers

Fourth, the training and development of employees-the investment with the highest return.

1. Management begins with education and ends with education.

Video: training short film

2. How to determine the real training needs of subordinates?

3. Adult learning style

4. Training effect evaluation

5. Common misunderstandings and evasive methods in training and development.

case analysis

6. Linkage application of training and employee career planning.

Fifth, professional performance management skills-one will be incompetent and the other will be tired.

1. Various problems that plague the existing performance management system.

Case Analysis: Difficult Problems in Performance Evaluation

2. Division of responsibilities in performance management

Case study: performance division of labor

3. Setting methods of objectives and performance indicators

Case Study: Performance Management and Goal Setting

4, performance appraisal

Case study: the choice of performance evaluation method

Case Study: Performance Counseling

5. Performance feedback and performance interview

Performance interview video (positive and negative comparison)

6. Performance application and improvement

Case Study: Performance Linked to Wage