Companies are also interviews candidates

Many enterprises are often subjected to hand "duck" was missing from the dilemma, the notice of appointment, candidates do not. Another frequent situation is that the candidates go to work soon on the left disappointed.

The reason why such a conclusion is mainly ignored in the recruitment of candidates are also interviewing the details of the company. As the social competition and incentive, the difficulty in finding jobs, many jobs there oversupply situation, the majority of enterprise management personnel, will interview that the health staff job-seekers hand power to kill, not what is difficult to recruit. So the impact on the recruitment of candidates chosen were not sufficient attention. Such as: low quality of personnel interviews, no interviews places clean and tidy, inadequate preparation for interviews, interviews, etc. are not professional quality of interviews with important influence.

In addition, exaggerated the performance of enterprises and development prospects, high commitment to job-seekers (such as: salary, housing, training, etc.), or deliberately concealed some of the negative information (such as: regular overtime / deduction of wages, etc.) is the practice of some, , And other business talents to join the team found that this is not one thing, have taken the feeling of being cheated, it will begin to complain or even Batui left.

Recruitment is a two-way choice, not wishful thinking, recruitment companies can choose their favorite target, candidates have the right to choose their favorite companies. And the outstanding job seekers may be faced with several companies, have ample opportunity to choose. The whole recruitment process, the enterprise or as long as there is a link to details of a candidate (especially good candidates) feel that this enterprise "is not the case," will allow them to give up the idea of enterprises. Therefore, good recruitment should be 50 percent in assessing job-seekers, 50 percent of job seekers to sell the company. To make their own enterprises in many other competitors emerge, we must characteristics, in many details to work hard.

Recruitment advertisements: many enterprises do not pay attention to details of recruitment advertisements. Such as: "the company preferential treatment" and "provide a broad development space," so empty that general staff will bring confusion, many of the right calibre may be hesitant in giving up. "Provide preferential treatment", it would be better to say this: post 3-10 million annual salary that is representative of the 30,000 qualified personnel for positions treatment, 100,000 on behalf of very good capacity and performance can achieve the standards. "Provide room for development" should read: induction training, vocational training, management training, and improve the system of career, vocational counselling. This will allow candidates feel that the professional and reliable.

Interview process: the whole interview process, so that candidates must have a good feeling. To ensure that the interview before the reception, as well as interviews sincere attitude and friendly. Phone, reception, and other areas to standardize terminology and procedures. Interviews at the end to have a clear treatment measures. Many multinational companies, at the end of face-to Lapin who will normally be to thank the phone or letter, reflects the good corporate image and professional standards.

Interview staff a good behaviour, after professional training, including the Human Resources Department staff and personnel in charge of a straight line, and so on. Interview the language, action and other steps must be strict, standardized, and demonstrated a high standard of professionalism. Interview staff indecent behavior, arrogant attitude, the problem is not superficial or even the whole appearance, and so on, are easy to be candidates Kanbian.

Interviews: interviews should be frank each other, to the candidates true, complete the job information. Clearly inform business strategic goals, how to carry out the work posts, posts career, and so, what are the hidden factors, such as overtime / travel. The more detailed the introduction, officers entered the business after the stability of the greater. This applicants equivalent to a "vaccine", he found that negative situation would not have much adverse reaction. So that candidates can also self-selection, if he understood the real situation of the enterprises are not satisfied with after that, able to withdraw from the recruitment process.

In short, the details of the success or failure is determined by recruitment. Enterprises must draw enough attention, only pay full attention to the recruitment of all the details, enterprises can be effective to import talented people customs, the introduction of the right calibre.