Tell me how to evaluate the stability of a candidate during an interview for workplace communication

In the interview, it is also necessary to look at their work experience, if the group rent is absent from work in a job for a long time, and the ability is more prominent, the end is also very stable.

It can be evaluated according to the candidate's past work experience, if the previous work experience is only in one job or two Changkai jobs, and the time is longer than that of Naodouzhao, then it means that the candidate's stability is relatively good.

First of all, we should look at whether the candidate's behavior is stable, secondly, whether the candidate's requirements are consistent with the company's Qi Yuan, and the length of each job on the applicant's resume, which can evaluate the stability of the applicant.

Look at each other's performance. In addition, it is necessary to look at the work experience of the other party and see whether the working time is particularly long, so that you can evaluate.

First of all, you should look at the performance of the other party, and the other party should talk with Lu Bi or the other party's makeup and training the other party's dress, and secondly, you can look at the other party's work experience.

How do you, as an HR, judge the stability of an applicant during the recruitment process? How do you navigate the success of recruitment and future mobility? A person's future performance after joining the company needs to be affected by a variety of factors such as development opportunities, colleague relationships, availability of resources, company development, etc., and there are many uncertainties, so there is no practical way to ensure the accuracy of selection.

But that doesn't mean we're powerless in the face of this low accuracy.

Practice has proved that we can improve the accuracy of selection and avoid some basic mistakes by adopting an appropriate decision-making model. Huawei's Ren Zhengfei said during the decision: "Consult with the majority, consult with the minority, and finally make your own decision."

Different companies have different requirements for job stability for applicants. Generally speaking, if the company is in the initial stage or declining stage, you can pay more attention to the applicant's ability and work experience when recruiting, so as to develop the business as soon as possible or save the business crisis. When a company is in the stage of development or maturity, there is a high demand for the stability of applicants.

In particular, people who recruit for high positions also have high requirements for stability.

During the resume review stage, you can observe the applicant's work experience and have a preliminary understanding of career stability. The applicant's career stability can then be verified through psychological tests, etc. In the interview stage, by grasping the reasons for leaving, organizational adaptability, personal attitude, etc., the applicant's career stability can be comprehensively evaluated and judged, so that the applicant's stability can be evaluated more comprehensively and accurately.

Career stability is measured by the degree of career planning of the applicantGenerally speaking, applicants with good career planning have higher stability, so in the applicant's resume, look at the industry and position engaged in the past work experience to judge career stability.

If the applicant continues to work in the same position in the same industry, and has worked in quality management in the toy industry in the past, then this kind of applicant has a fairly good career development direction and career plan, and the stability is the highest. The applicant's other positions in the same industry or the development of the same position in the same industry: in the past work experience, in the toy industry, but respectively held procurement, quality silver stupidity, production management, sales and other positions, or worked in the first industry, procurement center, production enterprises, but engaged in quality management applicants also have a relatively clear career development.

It should be evaluated from the other party's expression, as well as the other party's education and work experience, and what kind of position he has done. There is also grooming. Verbal skills.

There are also questions you can ask the other party, you can ask the other party if the sister is married or wants to have a child within a few years. can be determined.

I think we should distinguish the stability of candidates based on their resumes and their performance, and we should also make a good judgment about the poor hunger, and at the same time, Xushan should be rational and rational in the judgment of the poor Qingzhong.

It can be evaluated and judged according to the applicant's style, as well as the candidate's personal work experience, and the candidate's mental appearance.

I think this can be based on the number of times the candidate has changed jobs, and it is also necessary to understand the reasons for changing jobs, and evaluate the stability of the other party through these.

In the interview, the performance of the company may make you feel unreliable, and the following is a round of the company's performance that may make you feel unreliable:

1.Inconsistent company culture: If the company's values and code of conduct are not aligned with other departments, this can lead to communication difficulties and affect the quality of work.

2.Unreliable financial records: If a company is unable to provide reliable financial records, this can negatively impact its financial position, including risks such as financial fraud.

4.Lack of employee training: If a company lacks employee training, this can leave employees feeling helpless and unskilled.

5.Lack of stability: If a company often needs to pay large amounts of employee wages and benefits, this can lead to employee turnover and a lack of stability.

6.Lack of management transparency: If a company lacks management transparency, this can lead to employees not being able to understand how the company operates and thus be unable to make sound judgments about the company.

7.Lack of innovation and creativity: If a company lacks innovation and creativity, this can leave employees feeling like the company can't find new solutions to real-world problems.

8.Lack of employee benefits: If a company lacks employee benefits, this can make employees feel that the company does not respect the benefits and needs of its employees.

These are some of my suggestions for the performance of unreliable companies, and the interviewer can take a look at the company's culture, financial records, employee training, management transparency, innovation and creativity in the interview to ensure that the selected company can bring stable and sustainable development opportunities to its employees.

A person's future performance after entering the company will be affected by many factors, such as development opportunities, colleague relationships, resources, company development, etc., including many uncertainties. As a result, we can't find a foolproof way to ensure the accuracy of the selection. However, this does not mean that we are incapable of doing anything in the face of such low accuracy.

Practice has proved that we can adopt appropriate decision-making models to improve the accuracy of selection and avoid some basic mistakes.

Huawei's Ren Ren "solicits the opinions of the majority, discusses with the minority, and finally makes his own decision." Enterprises have different requirements for job stability at different stages. Generally speaking, if the company is in the start-up or declining stage, you can pay more attention to the candidate's ability and work experience when recruiting, so as to develop the business as soon as possible or save the enterprise crisis.

If the enterprise is in the development or maturity stage, the higher the requirements for job stability, and the higher the level of recruitment, the higher the requirements for job stability. In the stage of screening resumes, you can observe the candidate's work experience to get a preliminary understanding of the candidate's job stability; The candidate's job stability can then be verified by a psychometric test.

In the interview stage, the candidate's job stability can be comprehensively evaluated and judged by understanding the reasons for leaving, organizational adaptability, personal attitude, etc., so as to comprehensively and accurately evaluate the candidate's stability. Measure career stability from the degree of career planning: Generally speaking, job seekers with better career planning have higher stability, so in the resume of job seekers, it is necessary to pay attention to the industry and position in which they have worked in the past, so as to judge career stability

If the job seeker has been working in the same type of position in the same industry, such as quality management in the toy industry with past work experience, such a job seeker's career development direction and career planning are quite good and the most stable;

If the applicant has developed in different positions in the same industry or in different industries: for example, he has worked in the toy industry in the past, but has worked in purchasing, quality, production management, sales and other positions, or has worked in transaction banking, procurement center, production enterprise, but engaged in quality management, such an applicant also has a clear career development direction and high stability. I hope my raid can help you, and I also hope you can help me**, like, support me a lot, and follow me a lot.

We should take a look at the other person's attitude towards asking the limb movement question, or the way of the question, and it is our own judgment, or our understanding of the work, so that we can judge whether we have the stability of the occupational hunger.

First of all, it is necessary to look at the reason for the applicant's last job, ask the applicant how many times he has changed jobs, and the number of limbs should also depend on the applicant's professional ability, so as to determine whether he has career stability.

First of all, I should say some relevant professional words, and then let this interviewee come, and at the same time, we should also have a certain understanding of the interviewee, looking at the way he speaks and how he serves Sakura, we can know how stable his career is.