让招聘管理不再流产的五步骤(国外英语资料).docVIP

让招聘管理不再流产的五步骤(国外英语资料) Now, most of the company are widely used in the recruitment process is non structured interview, including the general executive several interview staff hiring managers and human resources department, put forward a series of important issues to think their own candidates with qualifications, work experience, and formed his first impression was judgment. Then summary views to be discussed, to determine the final candidates. Is this method able to choose the right person? Yes, but only 20%. The result is almost the same as the draw. We must rethink the process of hiring and effective steps and methods, so that the management of recruitment organizations no longer abortion, and truly for the development of enterprises reserve a large number of outstanding talents. I based on years of experience in recruitment, summed up the five steps to ensure efficient recruitment, enterprise HR design the selection procedure of high quality, avoid in technology “ fire ” (to the right people) or rdquo (“ eye; choose the wrong one), and to establish a continuous improvement cycle for the enterprise selection effect. Step 1: post analysis First of all, to write job descriptions and job descriptions, and determine the key indicators of the performance evaluation of the position. Specify the personal qualities and skills that should be appropriate to the job. These are predictors of recruitment tests that predict individual job performance, individual quality, and skills. In the first part, standards for implementation are also defined. The standard of success can be related to the effectiveness of the job, such as quantity, quality, and so on. It can also be the standard of judgment for work attitude, such as attendance, loyalty, etc.. I point out that most human resource managers tend to ignore the choice of good performance indicators when choosing predictors, which is wrong. In the next work, talent selection and performance appraisal will be a job in essence.