1. In practical work, it is normal for employers to feel that the people they use are incompetent. For the selection of personnel assistants (who are not human resources managers) between human resources and production managers, it is necessary to have certain personnel background and production management experience. Then, it is not enough to read your resume. This kind of candidate interview is very important. Through interviews or scenario simulations, we can understand his thinking and cultural concepts in dealing with problems. In addition, we should also consider academic qualifications and the planning of our future career. If they come to the factory, they don't feel the prospect of the future, and they may not be enthusiastic about their work. It also depends on what specific work he did in his past work, whether his past experience is useful to you, and whether he has the experience you need. These are all investigated in the interview. If you choose that master's degree, you may feel the same way. You mainly see why he is incompetent. He won't do the job you gave him, or he won't do it, or he doesn't understand your intention, or there is a fundamental difference in thinking.

2. If I were a human resource manager, I would have a deep communication with him, fully understand his past work, and put forward his past process of dealing with specific problems, pay attention to his problem-solving ability and methods, and find problems that are suitable for us and different from us. At the same time, his familiarity with human resources-related businesses and his cooperative attitude are also very important. You can find what you need through his description of past problems.

3. I found the problem in this case:

A, the human resources manager did not cooperate well with the production manager to seriously investigate and analyze the candidates. Analyze whether the candidate really needs it from a professional point of view.

B, you can't tell much from your resume. Some people's resumes are well written, but in fact their work abilities may not match.

C, human resources manager gave up his responsibility, in order to respect the opinions of the production manager, easily agreed to hire.

4. How to avoid it: For different positions, different selection processes and different inspection surfaces should be determined. It is more important to examine what he has done in the past and whether it is useful to us now. Some styles and methods of doing things with cultural concepts can be seen in the interview process. After being hired, they need to receive training. Because past work experience may have solidified into habits, these habits are different from our company, some need him to understand and some need him to change.

In a word, the problem of selecting candidates is a complicated and meticulous work. Need to accumulate. For reference only.