Five steps in the recruitment process
Unstructured interviews are widely used by most companies in the recruitment process. Several interviewers, generally including the managers of the employing department and the executives of the human resources department, ask the candidates a series of questions that they think are important (mostly impromptu), and then form their own judgments by combining their education, work experience, speech and feelings, and then summarize their opinions, discuss and determine the final winner.
Can you choose the right person in this way? Yes, but only 20% can choose the right one, which is similar to the result of drawing lots. We must rethink the process, effective steps and methods of personnel selection.
Five steps in the recruitment process
These five steps can ensure that you design a high-quality recruitment procedure, avoid possible technical "accidental injury" (rejecting the right person) or "wrong choice", and establish a cycle of continuous improvement of recruitment effect.
Step 1: Analysis work
First, write the job description and job description, and determine the key indicators (KPl) of the position. The personal qualities and skills required to be competent for the job should be detailed here. For example, do candidates have to be aggressive? Do you need shorthand? Must candidates be able to organize small and trivial elements? These requirements are the predictors of the test, and they should be able to predict the personal qualities and skills of individual work performance.
In the first step, you must also define the criteria for successfully performing the work. Success criteria can be production-related criteria, such as quantity and quality. It can also be data, such as absence, service period, etc. , or judge (supervisor, etc.). ).
It is a mistake that people often choose predictors carefully, but ignore the selected performance standards. As we will see later, talent selection and performance appraisal are essentially a job. Without good performance standards, the effectiveness of recruitment methods will be greatly reduced.
Step 2: Select the employment scheme.
Then, we should choose and design a test method that can measure the predictive factors. Different methods and tools are needed to measure different predictors, such as aggressiveness, extraversion and numerical ability. For example, assembly line work, the most effective test is Strum's dexterity test.
Each different recruitment method has different sensitivity to different indicators and different effects. 17 The application scope and effect of recruitment skills will be introduced in detail later. We often combine various tools to measure different indicators, and finally form a complete recruitment plan.