Enterprises Need To Pay Attention To The Interview

The main problem and core problem that needs to be solved in the interview is to maximize the potential information of the candidate so as to ensure the accuracy and scientificity of subsequent employment decisions.

How can we maximize the potential information of the candidate? The answer is to concentrate on two main aspects: one is to observe words, the other is to see two colors.

Generally speaking, in most enterprises' interviews, business partners use the "STAR" rule to interview candidates.

"Enterprises expect to know their abilities through narration of past events by applicants, but one thing to note is that in" inspection ", enterprises should grasp two aspects.

First, we should pay attention to the way of narration.

Some candidates may talk about their work experience backwards, some candidates may also follow the work experience, no matter what way to tell, enterprises need to pay attention to is the consistency of the way of speaking, whether specific and core. If the applicant is talking about it for a while, and then tells the story, giving people a very free and vague feeling, then the enterprise should focus on it.

Second, pay attention to the tone of the applicant.

The mood is actually a reflection of psychological activity. In paying attention to the tone of the applicant, an enterprise needs to pay attention to the speaking speed of the applicant, such as whether there is a prioritization, whether there is a stutter, whether it gives people a sense of confidence and strong sense.

After examining the words, enterprises also need to "observe colors".

Because it is not enough to just observe words, especially for those who are in the workplace. Even if you are careful to observe words, you may be fooled. Therefore, "watching colors" in interviews is also very important.

Specifically, we should do well in two aspects: first, view.

Such as face and eyes.

Second, attitude, such as whether there is a change in sitting posture and how the gesture is told.

On the whole, "inspection and observation" is to check the authenticity of the information about the applicant, and to obtain the potential information of the candidate.

Recruitment assessment may be a very easy corner to forget, because in general, the focus of the company's attention on recruitment is more on the completion of the original recruitment target, which is actually a result oriented assessment.

However, practitioners who are familiar with performance management know that performance management requires not only the assessment results, but also the assessment process. Therefore, the focus of enterprise recruitment evaluation needs to focus on the two aspects of the recruitment process and recruitment results.

First, in

On the other hand, enterprises should pay attention to whether there are several major indicators, such as sudden events, whether unexpected incidents have been properly resolved, whether there is any difference between the plan and the actual situation, whether there are obvious flaws or not, and in terms of recruitment results, enterprises mainly lock in three key indicators, one is cost accounting, the other is the actual number of people in place, and the three is the total number of applicants. Two

At the same time, when the recruitment evaluation work is carried out, one of the key points that enterprises need to grasp is timely. In general, the enterprise needs to carry out recruitment evaluation within one month after the completion of each project or phase of the recruitment activities, because once the interval between the performance evaluation and the recruitment activities is too long, the motivation of performance evaluation will show a decreasing trend, so the timeliness of the recruitment evaluation is also a key point for the whole recruitment process.