Skills of recruiting and interviewing employees in enterprises

Recruitment is a very common thing for enterprises, but few enterprises really know the mystery of recruitment. Many enterprises use the way of "blind people touch the elephant" to recruit, and often think that sales means finding ways to use it, staying right and not going right. This extensive employment method is simple to operate, but it will lead to many problems! The following small series has compiled the skills of recruiting and interviewing employees in enterprises, welcome to refer!

1, excellent salesmen can't be found for a long time, and the marketing team is sloppy and has no fighting spirit.

2, laymen recruit professionals, so that most enterprises can't find their own black holes!

3. When interviewing, I relied too much on the candidate's packaged resume and the candidate's rhetoric, and I didn't see the essence through the surface!

4. In the written test, the theme setting is empty, which mainly shows the statement of mentality, which is exactly what the "face bully" wants.

Small and medium-sized enterprise owners can sit in the right position and think about why their enterprises "repeatedly recruit and fail". Here are some of my own experiences for your reference.

Step one: screen your resume.

Don't look at how beautiful, novel and creative the resume design is, but look at whether it can be "refined" (200 ~ 500 words) to explain the following questions: What can the applicant do? What do you want? Does its history draw lessons from the company? Understanding of the company's recruitment positions.

Step 2: Perceive each other's "enthusiasm" from the "notice"

You can directly feel the applicant's "enthusiasm" for the company by calling! Because a truly interested marketer will have a deep understanding of whether the company background is suitable for him when submitting his resume? When he receives a call from the recruitment company, he will "excitedly" take the initiative to ask for details such as company address, bus route and interview time!

Step 3: Don't talk nonsense about the interview.

Many HR managers will ask questions during the interview: what have you done, why you applied for our company, how much salary you want, and so on.

I usually look at body language when interviewing marketers, because his habit is not to pretend. Look at his eyes and judge his cleverness. Talk to him about the past of the industry he is engaged in in in his resume to judge whether his experience is true; Talk about his family to judge his "genetic quality", because the family environment will shape my characteristics.

I will hint at the value of the platform to judge whether he is doing something or putting on a show; I downplayed my salary and let him gradually expose his shortcomings and style; Ask him how to be familiar with unfamiliar environment and how to learn work skills: he is good at dealing with people and will often ask his colleagues for advice; People who lack social skills often read books to answer questions, surf the Internet, or study and ponder by themselves.

If you are all thumbs, it is undoubtedly a fatal mistake to listen to his boasting and his passionate expression of determination.

Step 4: Don't deceive yourself in the second interview.

Some executives make judgments based on their first impressions and ask: How do you work? Why did you leave the original company and other "high-sounding" interview topics?

This is easy to be used by some "face tyrants". In fact, after the applicant has passed the initial examination, if he wants to develop in the company, he will come up with his own business plan. At least by coming to the company's first impression or website, he will know something about the company, and real marketers will express their views on the company!