Seeing professionalism from recruitment: Recruitment is a detailed work, but also a technical job

Text: Guan Lu

A few days ago, a HR friend called and said that many human resources supervisors recently interviewed, and there were no suitable candidates.

Her enterprise is a comprehensive private enterprise in the province, involving multiple business sectors, and the requirements of HR supervisors are not high from my perspective.

Salary and welfare and the same industry, benchmarking in the same post (except for the Internet, new energy awareness companies) are very good.

She talked about the interview process, and I found that there was a problem in the process itself: the post release was not accurate, the invitation was not screening at the beginning, the efficiency was not high, and the interview process design was unreasonable.

Next explanation.

01 Job description is inaccurate

There are 2 positions recruited at the same time, branches and group companies.

Branch and new business are developing rapidly. HR supervisors: focus on the establishment of system systems and improvement. Here are stricter requirements for the same industry experience.

The HR position of the group company focuses on the professionalism and daily execution of the module.

Both positions are published in the group account, but the job responsibilities are different, and the only difference is the salary level.

Careful job seekers may have doubts. The same post releases two job information, and the salary range is large.

If there is no in -depth understanding and cognition of the company, the recruitment information will give up after thinking, and there is a probability that it will be a guise.

Filter many excellent candidates in virtual.

Recruitment professionalism comes from details.

HR's posts require accurate requirements, but do not need to be fault. I have experienced the inaccurate release of recruitment positions, causing candidates to have a bad impression of enterprises.

A listed company branch, recruiting administrative personnel supervisors, focuses on administration, but released two post information at the time of release, one is administrative personnel, and the other is personnel administrative supervisor, which are different.

During the interview, the job seeker visited. When the HR manager communicated with the candidate, he learned that the recruitment commissioner's post was not accurate, resulting in some job seekers running for nothing, causing a bad impression.

When communicating with many excellent recruitment HR, they all said that recruiting HR represents a corporate image, and its professionalism, details, seriousness, and service attitude are indispensable.

02 initial form

The next step is the first place. In order to improve the efficiency of work, you can use the phone to communicate with key issues, instead of discovering that many people are not appropriate to invite the scene.

In recent years, the online test has already become a trend. It is efficient and convenient to screen at the beginning. Of course, if HR itself is not professional enough, it may also filter out many good candidates.

At the beginning, it is no longer sticking to offline visit, paying attention to the characteristics of the recruitment position itself, you can ask key questions when the resume is set up.

After the first screening of a friend company, the general appropriate candidates were directly invited, interviewed, and centralized screening.

Because there is no initial screen, a centralized interview is used, and many people give up the interview opportunity because of the lack of concentrated interview time.

On the way, someone passed the retest and agreed to work time. Finally, for other reasons, the recruitment colleagues started a new round of interviews without candidates for backup.

The new round of interviews opened again ~

Excellent recruitment HR will definitely summarize the review.

03 Interview questions

There are many forms of interviews, but they are inseparable from the face -to -face communication. Whether the interviewer's question setting is reasonable to a certain extent will affect whether the candidate is accurate.

Self -introduction, personal work responsibilities in the past resumes, and reasons for departure are indispensable. The big difference is that the previous resume information is mining.

A friend company interviewer, habitually inquiring, the basic information in the past resumes, such as: What is the job responsibility? What is your performance, more basic issues, and lack of effective verification.

Why do you say that? Judging from personal descriptions, it is difficult to confirm personal performance and real performance if you do not understand the company where the job seeker is located.

How to judge the true effectiveness of personal performance through past resumes? And excavate personal characteristics? The STAR principle is essential.

Star principles: Situation, TASK (task), ACTION, and Result.

Common questions: What kind of difficulties do you encounter?

Many interviewers do not mind how much projects you have done for primary and middle positions. What pays more attention to is thinking and characteristic assessment.

In question, the difficulties, problems, and solutions encountered in the specific work responsibilities, such as the difficulty and pain points of the difficulties and pain points faced by HRBP positions on the business side? How to convince business owners to reach a consensus?

At this time, it is not just to simply describe difficulties and results, but difficult problems, solutions, ideas, and specific promotion matters.

For job seekers, it must be the repetition of the previous past resume. Key matters, summary and review of past experience.

04 For job seekers

The interview is the process of two -way selection. Before the interview, there are preparations, knowing and knowing the other, and thinking about the most concerned of job seekers. List down, condition, preparation, more analysis and summary, will help.

Sometimes, if you are not selected, there will be a reasons for gas field discomfort (I feel very deep at this point ~).

Observe more during the interview, observe the atmosphere of the enterprise, the work environment, the characteristics of the boss, the growth of the boss-learning the idea of the cattle, listening to the views, ... After the interview, the more recovery summary.

I really take each interview as a learning opportunity ~

In any post, even if it is a very basic post, after learning from 0 to 1, we must find ways to improve, continue to learn summary, improve professionalism, and broaden the knowledge. In order to achieve a qualitative leap and improvement.

For recruitment, there are a lot of can be done and learned. Increase recruitment efficiency, analyze recruitment effects in newcomers, dig the most authentic needs of personnel for personnel, learn business side knowledge, and accumulate outstanding job seekers' resources ..Then, then, then

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about the author

I am Guan Lu. I will read children's books and understand my mother's HR (Fortune 500 HRBP). The workplace instructor has a three -year -old baby. I pay attention to personal growth and share the real experience of the workplace.

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