I. Cases
The boss of an enterprise found that his team's performance in the past year was slow, the personnel matching was not complete enough, and there were many problems in salary management. He wants to recruit a powerful human resources director.
In the resume screening, I found a very qualified candidate, who once worked as the director of human resources in a well-known multinational company and had an MBA degree from a famous university, so the boss quickly invited this candidate for an interview.
The boss asked questions about the establishment of salary assessment system of a multinational company and the professional level of candidates. The boss is deeply satisfied with the candidate's answer and knows nothing about others. At the same time, other candidates symbolically completed the interview. As a result, the applicant was successfully employed soon.
Take the lead immediately after joining the company, and be responsible for the reform of salary and assessment system. As a result, after three months, the whole company complained, and the reform was almost desperate.
Later, after careful investigation, it was found that the candidate was only a former human resources director who had been ill for two months; I have never been independently responsible for the reform of the company's salary assessment system, but with the help of consulting companies, I helped draft the system, organized meetings and collected opinions. I don't have any experience in leading a team, and I have experienced frequent job-hopping in the past ... The boss is angry. ...
Second, frequently asked questions
1, only look at the job title that the candidate has held, not the specific job responsibilities that the candidate has engaged in in this position. Imagine that the other party should have engaged in the corresponding job responsibilities. As we all know, the job title on a candidate's resume may not be the same as your expected job responsibilities.
2. Some companies know that employees have a good reputation and vote for benefits, creating many titles, such as director, senior director, senior director, vice president and so on. Some companies also set up various senior titles for employees, so that employees can use this title to deal with customers or suppliers, such as purchasing and selling employees, and give them titles such as engineer or senior engineer or senior consultant. This high-level title is more likely to attract the attention of suppliers or customers, making it easier to negotiate and negotiate. When employees write resumes, of course, they will put all the titles given by the company on their resumes. Therefore, as an examiner, if you only stay in the job position and title in their resume, you are likely to be misled.
3. Seeing "director", "manager" and "supervisor" shows that the other party has rich experience in leading the team and subordinates. As mentioned above, the director, manager, supervisor and director of some companies are just a professional title, and you don't think that people in this position will be able to lead troops to fight.
4. Ignore frequent job hopping. Candidates frequently change jobs in a short period of time, such as changing jobs once a year on average, or having less than two years' experience in each job. Frequent job-hopping may mean that candidates are difficult to adapt to the new environment or unsociable or have unclear goals and ambitions.
5. Ignore the logic of career. Some candidates have been engaged in different industries, for example, an applicant has been engaged in different types of work, such as administrative Commissioner, human resources assistant, accounting assistant, customer service specialist, intermediary service, translation, foreign language teacher and so on. If you are looking for an accounting assistant as an examiner and see that the candidate has the experience of an accounting assistant and hired the candidate, it is likely that the candidate has not worked long and is fidgeting in his current position, and wants to try another position and leave.
6. Confused by some awards or achievements, for example, a candidate's resume may present a performance description of "regional sales champion" and "double performance". Examiners generally feel good about this description and are easy to believe.
7. Being confused by some auras, such as graduating from a well-known university or working in a well-known foreign company. After candidates have this aura, examiners generally think that candidates' other abilities must be strong, so they ignore the careful investigation of other soft abilities.
8. I didn't notice that job-hopping was illogical. For example, some candidates quit from well-known foreign-funded enterprises to small private enterprises, with similar titles and work contents, but lower wages. You are confused. Why did the other party jump ship to this enterprise? If you ask the other person the reason for his job-hopping and you can't explain it clearly, there are probably some secrets behind you that you don't want to tell you, such as being fired from your former employer? Or is it because the performance is too poor to get along with? Or do you have a problem with your previous superiors? Or is it difficult to work with colleagues because of disharmony
9. Ignore the time interval in your resume. Generally speaking, the work experience shown in the resume is connected in time, but there is also a big gap in the work experience time of some candidates. If you ignore it, it is probably information that you should pay attention to but don't know, such as the other party starting a business during this period? Still have a failed job and don't want to write it down? Or go abroad? Or go to jail for a crime? Or you are dealing with an unfinished legal case, and you are caught in a lawsuit. ...
10. Ignore the contradiction between application information and resume information. Many companies receive a perfect electronic resume by email or headhunting. At the same time, when candidates come to the company for an interview, they need to fill out a handwritten job application form, requiring candidates to fill in information such as education and experience. In this way, as an examiner, you have both a resume and an application form. Sometimes the information of the two is inconsistent and contradictory, which may reflect what the candidates want to hide at first.
1 1. Exaggerate one's job responsibilities. For example, a candidate may just help the manager coordinate the meeting organization, record the meeting minutes and follow up the implementation of the action plan in a project, but he claims to be the project manager.
12, a neglected potential indicator. If a person stays in the same position in the same company for a long time, such as 10 year, can he adapt to the new working environment and new position? What does it mean if an applicant can enter a well-known foreign company through layer-by-layer screening and get continuous promotion in the foreign company because of outstanding performance or excellent job responsibilities? What does it mean if the applicant has achieved good results in different positions in different companies?
Third, the solution ideas
1, don't be attracted by the job title of the candidate, and carefully understand whether the job responsibilities and specific job content behind it match your job requirements.
2. Investigate the roles and responsibilities of candidates in specific projects or tasks, as well as the challenges they face. Don't believe the vague role descriptions in your resume.
3. Identify the time gap of work experience, seek a reasonable explanation, and ask candidates to provide relevant reference when necessary.
4. Is it reasonable and clear to think about the candidate's career path from his resume experience? If not, ask the examinee to provide a reasonable explanation.
5. Explore the reasons for job-hopping and find the logic of job-hopping, so as to explore the job-hunting motivation, career planning and career pursuit of candidates.