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企业招聘、绩效考核实战特训(国外英语资料)
企业招聘、绩效考核实战特训
[training number]:
[training program]:
Recruitment and interview techniques: Yang Qin (September 26th)
First, what kind of recruitment do we need?
1, recruitment confusion and costs
2 、 update the concept of recruitment and interview
3 、 effective recruitment
Two 、 efficient interview
(1) how to determine interview standards?
1, the interview time is short, must determine the key criteria, find the key events as interview assessment direction;
2, the key standards must be directional
A. companies need to implement performance talent
The B. standard comes from three matches: person post matching, person organization fit, and human and organizational development fit
C. standards address the type and extent of key events
D. needs to be decomposed into three key events: unit of behavior and people, and things, and information to people
3, the connotation of the key standards of talents
The key standards for A. talent include strength, potential, and resource conditions
How does B. determine resource condition criteria?
How does C. determine strength standards: professional skills and transferable capabilities?
How does D. determine potential standards? What is potential? What is the one or two level predictive potential?
How does E. determine the level of potential standards?
F. determines the standard of behavior for each potential (including basic, command, and recycling)
G. identifies the levels of each critical behavior and identifies the potential levels
(I) five steps and techniques for questioning and questioning
1, interview questions and questioning five steps
Starting from the three matching directions, asking about key events, the degree of difference in the units, asking about the strength level and the resource conditions, asking the potential levels
#61656: a gossip: as long as it creates the right atmosphere
#61656: two important experiences: be sure to ask for important work experience
? three critical questions: interview should be accurat
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