How to recruit the right candidates quickly and accurately?

The current social situation is that not only is it very difficult for people to find jobs, but it is also very difficult for companies to recruit the right people. In short, the difficulty of employment and recruitment exist at the same time. This is mainly because many people may not have the skills that meet the requirements of the enterprise.

When some companies recruit people, they will conduct a comprehensive evaluation of candidates, and once one aspect does not meet, the candidates may be screened out. If a company wants to find candidates who meet the requirements in all aspects, it will be very difficult, and it will be necessary to screen many candidates, and it will be necessary to do all aspects of investigation on each candidate. So how do you get the right candidates quickly and accurately?

Here's what I think:

1. Clarify your goals when screening resumes.

If you want to recruit the right candidates quickly and accurately, you should have a clear goal when screening candidates' resumes. Determine what kind of talent your business wants and what skills you want from candidates. After you have a clear goal, you can filter out a lot of people by screening resumes.

This way, you can quickly find the right candidate for interview.

2. Ask questions directly during the interview.

During the interview, the interviewer of the company does not have to test the candidate in a roundabout way, but can directly talk to the candidate openly and honestly, so that both parties can get to know each other in the shortest possible time. It is also possible to make a choice in a short period of time, saving time for both parties.

3. I hope that all enterprises can recruit satisfactory talents.

Sustainable development of enterprises.

Talents are indispensable, and recruiting talents suitable for their own enterprises is the most important thing for an enterprise. Therefore, I hope that every enterprise can recruit talents that they are satisfied with.

From the perspective of recruiting novices, to do a good job of career planning in advance, we can get in touch with a lot of knowledge and experience in recruitment, and lay a good foundation for doing a good job in human resources. This process of seeking self-development and progress is not only a consideration for recruitment, but also for any job.

The first thing is to choose the right recruitment channel, and the second is to recruit the right employees according to the company's needs.

Generally, it is necessary to communicate more with the leader, ask the boss about the requirements of the candidates, including education, age, gender, etc., and after determining these requirements, the candidates who do not meet the requirements can be quickly screened to reduce the waste of time.

In recruitment and selection, communication has a dual role; The company explains to the applicant the objective situation of the enterprise and the requirements of the position; Applicants provide information to businesses about their own capabilities.

Companies try to portray themselves well, highlighting opportunities for personal growth and development and challenging potential strengths, proposing opportunities for promotion, and disclosing information about compensation, allowances and occupational safety. Of course, if this approach goes too far, it will generate unrealistic ideas among applicants. Businesses should articulate their appeal to candidates, but they must be factual, while also explaining the limitations and even disadvantages of the role.

On the other hand, the administration should also have objective information on the applicant's knowledge, skills, abilities, habits, and even motivations. Of course, excessive collection of applicants' personal data will invade the privacy of others. Candidates for supervisory positions can only tolerate reasonable conversations, tests, and revelations.

But these jobs are obviously to be done in moderation, and the information that candidates are required to provide must be primary and work-related.

The selection of supervisors logically requires the selection of the person who best meets the requirements of the position from among the candidates. The selection process may be to fill a vacancy or to prepare for the need for managers in the future. As a result, some experts discriminate between the selection and placement of vacancies in the organization.

"Selection" is to find suitable applicants to fill vacancies based on specific needs, while "placement" is to find or even design a suitable position for individuals based on their strengths and weaknesses.