1000 Business Lessons Every Businessman Must Know

Chapter 45 Personnel Recruitment and Selection: Finding the Most Suitable Person (2)
Don't hand over these tasks to clerks and secretaries just because you are busy.Front desk clerks and secretaries sometimes bury themselves in the selection of application materials, while receiving visitors, answering calls, sending and receiving faxes, and typing. The screening effect can be imagined.Even if they are not busy, it is difficult for them to grasp the screening criteria. After all, only the recruiter knows best what kind of people the company needs.Of course, the selection criteria should not be too rigid, but should be flexible. It is best that each application material should not be detailed, and the number of screening should be more than less.Generally speaking, screening can be carried out at a ratio of about 1:30 to ensure that useful talents are not missed.Then take a written test, and then conduct an interview according to the results of the written test in a ratio of about 1:10.Doing so can basically guarantee the effect of recruitment.

361. Don’t rely on education

The falsification and use of fake diplomas is a major public hazard to society.Some fraudsters use everything to their advantage, from memorizing the subjects of the professional courses filled in to knowing the specific situation of the school, and even the real name and authenticity of the principal.Such superb methods often make employers hard to guard against, because it is impossible for you to go to some professional websites to check the situation of every applicant, and if the applicant uses a fake name and ID card, then you can't check other applicants at all. The true situation.Therefore, in today's era where diplomas and professional titles are flooding, smart employers generally do not place too much emphasis on academic qualifications and professional titles, because what they need are talents who can be used immediately.

Whether it was a mule or a horse that was taken out for a walk, everything was clear.For recruiters, what they need most is useful talents who can immediately enter the working state. Therefore, in the recruitment process, do not rely on academic qualifications, but on talents. That is to say, the examination of diplomas is not as good as the assessment level. Reviewing job titles is not as good as reviewing whether their work is competent.In a word, "Heroes don't ask where they come from", usefulness is the standard.

362. Written test, relatively clear and objective

Examination is also a method of selecting talents that has been used for a long time. Because of its simple operation, relatively clear objective standards, easy to judge, and the advantages of fairness and objectivity, it has been paid more and more attention in human resource management.

In general, the company's recruitment test should pay attention to a few points:
(1) The content of the test should be consistent with the purpose of recruitment.Enterprises should determine the test content according to the type of personnel they need to recruit, and should not overly demand the knowledge structure and knowledge of personnel.It should be noted that this is only to understand the basic knowledge of applicants, not a level test.

(2) The test questions should be simple and easy to understand.The content of the test questions should focus on the basic knowledge required by the position, and the difficulty should be appropriate.Note that these basic knowledge are the minimum requirements of the applicants rather than the maximum requirements, and do not make difficult or strange questions.

(3) The design of the test questions should be as easy as possible for the applicants to understand and answer, and at the same time reduce the workload of the reviewers.

(4) The questions raised must have clear answers and cannot cause disputes.

363. Interview, carefully design interview content

When some companies are recruiting talents, such a situation often occurs: good talents are not selected, and bad ones are recruited instead.Why is this?This is because they are too sloppy and too simple when interviewing.The most critical part of recruiting employees is the interview, see what kind of questions you can ask candidates during the interview.During the interview, some interview content should be carefully designed to avoid incomplete test items, narrow scope of test questions, lack of pertinence in content, inappropriate difficulty, simple or wrong test methods, etc.Although the interview cannot be [-]% accurate, but if you pay attention to these questions, in most cases you will not "miss your eyes".

Of course, for the boss, if he wants to make all his subordinates useful talents, on the one hand, the subordinates must have the quality of useful talents; , with characteristics, we must be good at arranging them to different positions according to different situations of different people.Otherwise, even if there are a large number of excellent talents, if they cannot be used in suitable positions, it will only be a waste of talents, and there is no guarantee that every employee will be useful.

How to make good use of every talent, so that every employee can enter the working state in the shortest time and quickly create wealth for the company is an important issue related to the survival and development of the company.To solve this problem, we must find a way to make every "chess piece" of the enterprise move.

364. Learn more about candidates through interviews

The interview is the most important part of the entire recruitment (selection) process.Although sometimes due to the small scale of recruitment or the small scale of the enterprise, the written test can be omitted, but the interview cannot be omitted.The interview is a formal conversation between the supplier and the buyer. Through the interview, on the one hand, the company can objectively understand the applicant's business knowledge level, appearance, work experience, job motivation and other information; on the other hand, it can also help the applicant understand the face of the company, Facilitate the selection of candidates.

In general, interviews are conducted to understand the applicant's situation in several aspects:

(1) The applicant's work experience and ability.Through the design of interview questions, some job dilemmas can be set to let the applicant describe the solution and procedures, so that the applicant's working ability, work experience and handling style can be seen.

b. The quality and self-cultivation of the applicant.You can see the self-cultivation of the candidates from their speech and behavior; observe the response ability and quality of the candidates by designing specific scenarios or sudden changes in the situation.

(2) The applicant's job-seeking motivation.Information in this regard can be obtained through the applicant's evaluation of past work experience and the expression of his current desire to apply.

(3) Questions that cannot be understood in the written test.The written test is generally only a reflection of the knowledge acquired by the applicant, and the applicant's occupational orientation, management awareness, language expression ability, self-control ability, demeanor, etc. can only be understood through the interview.

365. Four commonly used interview methods

There are four main types of interviews:
1. Structure the interview
Structural interview means that before the interview, there is a fixed framework (or list of questions), and the examiner conducts the interview strictly according to this framework, asking each applicant the same question.The advantage of this type of interview is that the interview content, procedures, and scoring standards are relatively uniform, reducing subjectivity, having better reliability and validity, and less requirements for the examiner; the disadvantage is that the questions asked are too rigid and difficult to adapt , the scope of information collected is limited.The key to a successful structured interview is preparation.Before the interview, the examiner should find out the skills required for the recruited position, design the test questions well, and test the candidates purposefully and pertinently.The questions asked should be closely related to the information that needs to be understood, and should be inductive to a certain extent, so that candidates have more opportunities to play.During the interview process, we should also pay attention to guiding the interview process and controlling the atmosphere of the interview, so as not to put too much mental pressure on the candidates.

2. Unstructured Interviews

Unstructured interviews are also called open-ended interviews. There is no fixed pattern for this kind of interview, and there is no need to make too much preparation in advance. The examiner only needs to know the basic situation of the organization and position, and randomly asks questions to the applicants.The main purpose of this interview is to give candidates the opportunity to give full play to their abilities and potential.Unstructured interviews are very random, and the questions are also open-ended. You must grasp it well during the interview process, otherwise, it is easy to deviate from the purpose of the interview.Due to the flexibility and freedom of the unstructured interview, the questions vary from person to person, and more in-depth information can be obtained; however, this method lacks a unified standard, which is easy to cause deviation, and has higher requirements for the examiner.

3. Stress interview
The stress interview is to ask the applicant unexpected questions or put the applicant in an embarrassing situation, the purpose is to observe their response ability, endurance and emotional control ability.Some candidates seem unfazed by the pressure, while others are overwhelmed.The questions of the stress interview should be designed in advance, and generally different stress interview questions should be used according to the type of recruited personnel.Examiners must also have the skills to control the candidate's overreactions.Stress interviews are more commonly used in the recruitment of managers, marketing personnel, and public relations personnel.

4. Behavioral description interview
Also known as BD interview (Behavior Description Interview), it is the research result of recent years, it is developed based on the coherence of behavior.Behavioral description interviews require applicants to describe their work experience and past behaviors, from which they can judge whether the applicant's work experience, ability, and way of doing things meet the needs of the position.

366. Pay attention to testing the potential of candidates
Psychological testing is a technique used in psychology to study personality characteristics. It is now widely used in human resource management. It is a tool for measuring people's personality, attitude, intelligence, potential, and interest.If the intelligence test is a test of the applicant's existing ability, then the psychological test pays more attention to the test of the applicant's potential.Tests that are widely used include personality tests, cognitive ability tests, and career aptitude tests.

1. Personality test

Personality is the foundation of whether a person can display his talents and complete work effectively, and a person's personality flaws will greatly reduce his talents and abilities.

Personality tests are also called personality tests, which allow the subjects to answer a series of questions about personality, behavior, attitude, temperament and other characteristics according to their own situation.Afterwards, the examiner compares the respondent's responses with the standard pattern, which reveals the personality traits of the respondent.Personality tests can better understand the personality traits of candidates and help organizations in their selection.

2. Career Orientation Test
Occupational orientation test, also known as occupational interest test, is a psychological test used to determine the potential ability to engage in a particular job.This kind of test can effectively measure a certain potential of a person, so that it can predict the possibility of a person's success and adaptation in a certain field, or judge which job he is suitable for.

Psychologist Holland proposed the personality-job matching theory.He divided people's occupational orientation into six types: practical, research, social, business, business, and artistic.

3. EQ test
Emotional quotient, or EQ, is a new concept proposed by American psychologists in the 20s.In daily life, people find that people with high IQs may not be able to succeed, but many people with low IQs have achieved success.American psychologists have found through research that people's emotional intelligence plays a key role in success.Emotional intelligence includes five aspects: self-awareness, controlling emotions, self-motivation, recognizing the emotions of others, and interpersonal skills.

A person with a high IQ may be an expert, but a person with a high EQ has the ability to synthesize and balance and may become an outstanding manager.High emotional intelligence is the basic ability that the leader of the organization must possess.

367. Intelligent Testing is Also Necessary

Intelligence test refers to the test of people's cognitive ability.In experimental psychology, intelligence testing belongs to the category of psychological testing, while in human resource management, since intelligence is related to personnel's qualifications and ability to do a certain job, it is studied as an independent testing item.

Intelligence tests include intelligence tests, knowledge level tests, reasoning ability tests, inductive ability tests, memory tests, etc.Let's focus on the first two:

1. Intelligence test
The most common intelligence test is an intelligence quotient (IQ) test.IQ is a quotient obtained by dividing mental age (as measured by an intelligence test) by chronological age and multiplying by 100.For adults, dividing mental age by actual age has little meaning. For adults, we generally use the average intelligence score of adults to measure.

The intelligence test in the recruitment process is different from the general IQ level test. It mainly tests the language ability and numerical ability of the applicant.Generally speaking, people who score well in intelligence tests will also have relatively good performance in future work.

2. Knowledge level test
This is a test of the specific knowledge required for a particular job, and its content varies from job to job.The knowledge level test is also the most common intelligence test, such as the foreign language proficiency test in the evaluation of professional titles.Some positions require a certain level of professional knowledge, and professional proficiency tests must be conducted when recruiting.

368. Skill testing for positions

This is a test of the specific skills required by a specific position, and its content varies from position to position. Skill testing is especially important for positions with high operational technical requirements.

Skills tests include basic skills tests, professional skills tests, scenario simulation tests (management evaluation center method), physical fitness tests, etc.For example, in the recruitment of secretarial personnel, basic skills tests of writing and computer text entry speed can be carried out; for the recruitment of operators of CNC machine tools, professional operation skills of CNC machine tools are required.Of course, in the actual recruitment, there may not be fully qualified applicants. You can recruit personnel with experience in machine tool operation, test their basic skills and general computer knowledge, and then meet the requirements of the post after training.

There are also many forms of skill testing, which can be conducted on-site, and can also verify the various ability certificates that candidates have obtained, such as accounting work certificates, foreign language certificates of level [-] and level [-], etc.

369. Evaluation of testing techniques
The purpose of the test is to select excellent people in the recruitment, and the ultimate purpose of the test is to be able to recruit people who can make work performance for the enterprise. Technology is evaluated.Evaluation of testing techniques generally employs two characteristics of testing, validity and reliability.

1. Validity
The so-called validity, that is, the validity of the test, refers to the degree of correlation between the test results and the work effect.In layman's terms, the test for applicants is to hope that the recruited candidates will be competent for a certain job in the future. If they can pass the test and be competent for the job, it means that the test is valid.It should be pointed out that the tool itself does not have the problem of validity. Do not understand the validity as an index for judging the effectiveness of a test tool. Use a certain tool to test and get the results, make inferences about the results and then form conclusions. The validity of the conclusion is the real meaning of validity.

Validity can be divided into criterion validity, content validity and construct validity.

2. Reliability
Reliability, also known as reliability, refers to the consistency of the results obtained from repeated evaluations of the same person by the same test or an equivalent form of test.If the same object is tested multiple times and the results are generally consistent, it means that the test results are more stable and reliable, and the reliability is higher.It is a measure of the stability and reliability of the test.The difference in test results comes from two aspects, namely, the tested party and the testing party, and the reliability is mainly measured on the basis of the testing party.

Reliability can be divided into test-retest reliability, replica reliability and internal consistency reliability.

[-]. Personnel recruitment
The personnel recruitment process can be divided into five stages: the signing of the trial contract, the placement of new employees, pre-job training, trial, and formal recruitment.

370. Signing of probationary contracts

Before employees enter the organization, they must sign a trial contract with the organization.The trial contract is a constraint and guarantee for both the employee and the organization, which protects the rights and fulfills the obligations of both parties, and reduces the possibility of labor disputes.A probationary contract should generally include the following:

(1) Probationary positions;

(2) The period of probation;

(3) Remuneration and benefits for employees during the probationary period;
(4) The training that employees should receive during the probationary period;
(5) Standards for employee performance appraisal during the probationary period;
(6) The conditions for employees to become full-time employees;

(7) Dismissal and resignation conditions during the probationary period.

371. Placement of new employees
When employees newly enter the enterprise, the enterprise must not only arrange their positions, but also arrange their lives.Because they become members of the company as soon as they step into the door of the company, and the placement of their lives can reflect the organization's care and love for them, especially new employees, who need this kind of care from the organization.There are several aspects of work that need to be performed at this stage.

(1) Take new employees to visit the company and introduce the development history and current situation of the company to them;
(2) Arrange food and accommodation for new employees, which depends on whether the company has such arrangements;
(3) Issuing employee work permits and work clothes, as well as labor tools and labor protection articles;

(4) Arrange pre-job training.

372. Pre-job training for new employees
Pre-job training is the pre-job skills training for new employees (including internally recruited employees).Pre-job training includes the following:

(1) job skills training;
(2) Labor safety training;
(3) Rules and regulations training;
(4) Performance appraisal system training;

(5) Cultivation of corporate culture.

Issues related to training are covered in detail in Chapter 5.

373. Trial
Trial is the enterprise's trial use of new employees, which is a further assessment of employees' ability and potential, personal quality and psychological quality.

During the probationary period, because new employees are not familiar with the technology or skills of the new position, they cannot meet the requirements of regular employees, and their performance requirements need to be stipulated separately.

During this period, their interpersonal relationship is also gradually adapting, so the company should also ask the old employees to give them care and love, so that they can feel the warmth of the organization, have the determination to overcome difficulties, and work hard for the company.

374 officially hired
The formal recruitment of employees refers to the process that the probationary period expires and the employees who pass the trial formally become members of the organization.Whether an employee can be formally hired depends on the results of the assessment by the probationary department.The employing department evaluates the probationary employees, makes appraisals, and submits them to the Human Resources Management Department.On behalf of the company, the Human Resource Management Department signs labor contracts with officially hired employees.

Many companies lack an assessment process for probationary employees to become full-time employees. As long as employees do not make mistakes during the probation period, they can become full-time employees. This approach is not appropriate.

(End of this chapter)