It's probably not easy for ordinary companies to do this, but I can do it. The recruitment interview has officially started since the online appointment of the recruitment interview in Zhao Chenggang. The tone of the candidate when answering the phone is the most authentic, and the first reaction after answering the phone is the most authentic, which can show a person's work attitude, quality and mental outlook. Simple communication and exchange make it very easy to judge whether a person's thinking is clear, and even the sound effects heard on the phone can distinguish a person's temperament. Many large companies or relatively perfect companies have tests, and most of them are online tests at this stage. This kind of examination questions are generally designed by specialized human resource management consulting companies, and behind them is a set of psychological theory management system, which can help employers to master the intelligence level, personality characteristics, thinking mode, management style and intrinsic motivation of candidates. Compare the test results with the company's work experience data to present a more in-depth portrait of a person.

First of all, make clear what kind of people the company must have (employment standards/precise positioning of positions). Recruitment interview is the first step of most HR development, but many HR are often inaccurate when choosing resumes or recruitment interviews, or they are not clear about the standards and standards of the position itself, and there are too many recruitment interviews, and the people they are looking for are usually not suitable, or they don't understand the employment standards. Some people may ask, what does the employment standard include? In other words, at what level should a candidate be evaluated? This is actually another problem. Each company has its own level of job analysis, but it cannot do without professional skills, comprehensive ability and values. The focus of the company is naturally different, but as long as you know what kind of person you should be, it is easy to find the right talent.

Structured interview. After understanding the company's employment standards, we will conduct structured interviews with the basically selected candidates, and ask the above three questions at the recruitment interview evaluation level: for example, we can judge whether the professional skills of the other party meet our standards according to the experience of the candidates; Looking at the thinking logic of the applicant through interview communication, he has communicated and expressed his work ability; According to the information content of amateur group letter time management and family situation, distinguish each other's self-study ability, educational experience, job hunting motivation, temperament, life values and so on. Structured interview should be a targeted and systematic evaluation method based on job standards. Working hours: Working hours can basically show whether an applicant meets the standards. For those who change jobs too frequently, HR will also carefully consider and worry about the instability of candidates.

It is best for candidates to work in each position for more than two years before changing jobs. Persistence of work: whether there is continuity in the post after graduation and whether you have been in this industry. HR will also think carefully about candidates with many positions and large field spans, and doubt whether the career development plan of candidates is established. Job Matching: You are excellent and may not be hired. HR must choose the most suitable resume for the position, not the best resume. You don't have to cast a net to write a resume. You can customize your resume according to the job description of the company you want, and if necessary, you can gather your own "light" appropriately. After all, our ultimate goal is to get a job opportunity.