高管招聘过程中容易出现的八大问题（Eight major problems in the process of executive recruitment）.doc

高管招聘过程中容易出现的八大问题（Eight major problems in the process of executive recruitment） He tends to hire people who graduate from Peking University when recruiting employees. Little imagine, this position may be more suitable for those people who have different views or backgrounds. Five inappropriate authorization Most managers are willing to participate in their own recruitment and make their own hiring decisions, the correct approach should be so. Many executives, however, are entrusted with the crucial steps of recruitment because of the busy job. One of the typical problems is that they require direct subordinates or human resources staff to draft job descriptions for the recruitment positions, which they rarely participate in themselves. Another mistake is that the first interviewer appointed by the supervisor is either unprepared for the interview or has a bad motivation. For example, a well-known domestic pharmaceutical companies in the recruitment of a sales director, to review the resume of the power in the hands of a subordinate by 3 director of department manager team, and the manager on how to resume screening experience uneven, for their own future new boss what it would be like to argue endlessly, each holding a word. What is more, the company was also the group responsible for the preliminary interviews, for this reason, the company has lost a very good candidate, because he believed that his future is an insult for their subordinates. Six interviews lack structure and lack of system The current top executive recruitment interview in Chinese companies is like chatting in small talk, from people familiar with both the interviewer and the candidate to the latest sporting events, domestic and international events, which can be the subject of conversation. When it comes to the point, the interviewer will put forward several candidates neither fast nor slow as early as expected, then the candidate is neither fast nor slow answer. This interview has no structure, n