Home >

HR Must Know The Ten Recruitment Theories.

2014/3/13 21:34:00 8

strong > 1, hastily < a href= "//www.sjfzxm.com/news/index_c.asp" > recruitment > /a > /strong > /p >
Recruitment in haste is generally easy to reduce standards or ignore the negative factors of P candidates. Because recruitment usually takes 90 to 120 days, if a high ranking official suddenly resigns, his recruitment work needs to be carried out immediately; if new positions are to be added, recruitment should be made three to four months in advance. 
 strong > 2, < a href= "//www.sjfzxm.com/news/index_c.asp" > halo effect < /a > /strong > /p >
 when recruiting, you may add others, such as intelligence and ability, to him because of his outstanding appearance or outstanding performance. In order to avoid the adverse consequences of halo effect, it is necessary to ask the emblem to obtain some reports that he or she has prepared, or the summary of recent work, as an objective basis for assessment ability. 
 strong > 3, using the best people, not the most suitable person for the job. /p >
 do not raise the position to exceed the original requirement in order to meet the applicant's ability. In order to avoid hiring highly qualified personnel who may eventually be bored or left, employers need to develop a specific requirement and use it as a template for recruitment. 
 4, putting forward hypothetical question .
 can raise "if your opinion is criticized on the board of directors, how will you deal with it" and so on, so as to replace the direct question: "how do you stick to your opinion?" indirectly ask questions, and get more accurate information than a question that implies "right" answers. 
 strong > 5, excessive speech 
 do not use specific time to promote the company's position, but do not seriously assess the applicant's skills. It is easy to fall into the trap of one-sided impression, but ignore the response of the candidate. Allocate the interview time appropriately and talk in detail for 90 minutes; 15% of the time will be used to introduce the situation of the company and the position. 
 6, do not idle talk empty > /strong > /p >
 it is necessary to make some notes during the interview. Otherwise, it will be difficult to confirm or check the contents mentioned earlier, especially the data. 
 7, < a href= > //www.sjfzxm.com/news/index_c.asp > induction > /a > /strong > /p >
 ask the applicant for some specific data to show his achievements. Scoring method can also effectively test candidates. Take 10 points as a full mark and see how he makes self-assessment. Generally speaking, if he has some weakness and does not want to be found, he will give himself 7 points, while those who are full of confidence will give themselves 8 or 9 points. 
 strong > 8, "meaningless" problem .
 problems related to age, sex, marriage, race or religion can be regarded as discrimination against applicants. The question should be related to the capability required for the job, such as "can you work overtime and travel?" 
 strong > 9, indifference not /strong > /p >
 checking with the referee, you can learn the past performance of the badge and find out his potential weakness. If the material is negative to the candidate, the supplier should explain that the information provided by him is helpful to assess the candidate and maximize his potential, so honesty is the most important. One of the questions is: "what would you like to tell him if you want to give advice to the applicant to help him go further in his career?" 
 10, ignoring the retention of the other employer's 
 excellent candidates may be asked to retain high prices by their employers. To avoid such emergencies, ask the applicant how to deal with the conditions raised by his employer. Remind the applicant of the reasons for his job search, and point out that most of the people who finally accept the employer's retention will leave in 24 months.