Talent is the core of a company, can't find a person who is more troublesome than all things. I haven't thought of this trouble, I haven't thought of this kind of trouble. The company is big, no longer picking the nights like the night.
I have recently been interviewed many people. I will announce my understanding of talent recruitment, I hope to be useful to everyone.
The first question: How do you find the talent you need? Many units publish advertising on websites such as 51Job, they think they can find talents, but the facts tell us that it is difficult to find talents through such a way. Because this recruits violates the rules we believe that 2 very credible rules: Law 1: Recommended people will generally not be poor. The reasons may be because the recommendation people need to bear the risk of credit. Law 2: Senior talent generally does not actively save your resume. The reason may be because senior talents are not afraid of unemployment, unemployment or preparing to hop, they will deliver resumes. Therefore, the Talent website only solves the credit mechanism and the way to attract advanced talents can completely solve the problem. Lack of such a relaxed means, how can I find someone? Fortunately, I also had 9CBS registered resource library, and I finally found 1-2 still worried. I hope that this method can help other companies in the future, maybe this is the original intention of the 9CBS talent service. Of course, how to change the problem of high-level talents to find a working initiative is still the problem that 9CBS needs to be solved. Fortunately, 9CBS has a communityized network, making our data mining work capacity more ordered than 51JOB.
Second question: Do you have a college students who have just graduated? 51JOB returned to the university graduate, now university expansion, no distribution, it is difficult for this group of college students. I have a lot of college students, I really can't succumb to the number of university graduates, I am worried about their future. Most students don't know their position, and there is no practical experience. However, I have seen more college students who have just graduated is his learning attitude, and if you are interested, you can quickly accept new things quickly. Now network and information are so developed, if a developer tells me to even 9CBS or "programmer", I am decoy.
The third question: What are the basic principles of the interview? There is a STAR principle in management, the so-called STAR principle, names, Task, Action, Action, and Result's first letter combination of four English words. When talking to the candidate, first understand the working background of the applicant, as much as possible to understand the management status of his previously serving company, the industry's characteristics, market conditions of the industry, the so-called background investigation, then It is highly known for the specific task of work (task), and how every task is made, how Action is taken, and the results taken (Result). Using STAR Principles We basically learn about the ability of candidates, many projects are multiplayer, and the project he participated is far less than enough.
I am not a good HR manager, it is gratifying that many employees who have joined in the company have basically not seen eye-catching, :)
