pippy
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 Добавлено: Вс Фев 14, 2021 8:16 am Заголовок сообщения: The way to recruit non-corporate people was the start of dis |
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It is well known that the recruiting process is often difficult and complicated. Which depends on the position Responsibility and compensation are comparable to soccer teams buying superstars from other teams that are really good. Have to spend hundreds of millions of euros But the performance and not taking the gulf There is also a river in the river.
No matter how world-class organizations, they can be mistaken for selecting non-people into the organization. The result is a small crack within the team until the team breaks. More importantly, it is a waste of money, an opportunity, and also a waste of time.
Let's see why you can only get a sucker. ดาวน์โหลดjoker Entering an organization that is actually wrong with you
1. The Job Description is neither clear nor ambiguous.
Many organizations have missed out since the job posting. Because they do not pay attention to clearly studying, scope, job or qualifications of the applicant So there is always a problem with smart people. He came to work and quit because JD did not meet the interviews with some. Or do not know what to do Or write too many properties Where the position is just a lower level employee Salary is less. But pushed to write randomly Like this great person I do not want to apply. Therefore, you will need to write clear how the qualities you want and your responsibilities are related.
2. Do not open the game. Play only defensive games or rely solely on Head Hunter.
A global company, he would never let this happen. To set up a north unit to hunt great people Enter the organization even though that person is still happy with the old one. So don't just wait for your resume to come to yourself. Because you are most likely to encounter employees who are fleeing or are tired of their work most of the time, the best of the organization if they don't plan to go to a better company will not leave And using the Head Hunter service is like you, letting an agent who doesn't know much about you go and find someone for you. How can it fight you as a culler and your hand?
3. Do not check the candidate profile carefully. And others do not participate in making decisions
Especially small organizations who claim that they do not have time. Or get in first There is usually only one decision maker, such as a company owner. Being an interviewer and making a decision As a result, I think myself. Assume that this person is good The key is not to check your previous work history as well. May be missing good questions That can test the skill of the candidate In addition, there is a lack of behavioral, behavioral, ethical interviews from other decision-makers, both HR, Hiring Manager and other team members.
4. There is no good way to screen applicants.
The process of recruiting people to work is a fairly time consuming process. Some people couldn't stand it and wanted to get it, so people cut it off. Usually, it's a good idea to screen up applications or test your knowledge to cut down on time and get good people faster. In the past, it was very classic and national drama. The loudness of the university, grades, certificates, etc., which you can clearly see what qualifications you want to select, for example, have to finish this faculty, graduate from this faculty, have a minimum TOEIC score, etc. Let's say Anyone who reaches the threshold scores is eligible for interview.
5. Job interview, indiscriminate about
This is another problem that leads to bad applicants, and the best people interviewing with you might say that you are a retard. That is, the job interview question doesn't matter. Focusing too much on asking personal questions Or not able to measure how the applicant can solve a problem, has a plan, or moral and ethics, to be honest, just some interviewers make the applicant hate dissatisfaction, and he doesn't want to come to work with you. |
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