As a professional headhunting consultant, although it can not ensure the accuracy of talent selection. However, we can improve the accuracy of search through appropriate decision-making mode, avoid some basic mistakes, and judge the stability of candidates. Let's talk about the method.
Career stability is measured from the time of previous personal experience of candidates
Pay attention to the duration of each job, the frequency of changing jobs, the interval between each job, etc., and evaluate the stability of the applicant.
Measuring career stability from the degree of candidates' career planning
Generally speaking, candidates with better career planning are more stable. Therefore, pay attention to the industries and positions in the applicant's resume with previous work experience, so as to judge the career stability.
Assessment by psychological characteristics
External behavior is the result of psychological drive. Therefore, psychological characteristics can indeed affect people's behavior. Career stability is closely related to some psychological characteristics of people. If you find that candidates have corresponding psychological characteristics in the interview process, you should pay special attention to their career stability. Generally speaking, the psychological characteristics that affect career stability include desire, comparison psychology, adventure psychology and so on.
Measuring the stability of candidates from organizational suitability
Organizational suitability refers to whether the behavior and values of the organization are compatible with the candidates. Interview is to measure whether the job style and interpersonal skills of candidates adapt to the management mode and culture of the enterprise. It is an important part of employees' job satisfaction and often becomes an important consideration for employees to decide whether to leave.
If we ignore the understanding and evaluation of the organizational suitability of candidates, candidates often have poor performance after being hired, and there will be a high turnover rate and instability. Therefore, organizational suitability has also become a key factor to measure the stability of candidates.
In addition, Shandong headhunting company compares the work rhythm experienced by the candidate with the team he needs to enter. If the work rhythm matches, the applicant's organizational adaptability will be relatively high and the stability will be relatively good.
Measuring the stability of candidates from the suitability of the workplace
Workplace suitability refers to whether the candidate is satisfied with the working environment and geographical location of the target job. This is often ignored in the recruitment process, but in fact, it is not uncommon for candidates to quit the application when they know where they may work or to leave due to the location within a few days of entry.
In addition, employees who have moved to a new workplace may also resign because the new location is not suitable for their lifestyle. Discussing the location suitability with candidates during the recruitment process will help alleviate these problems and improve the stability of candidates after entry.
Headhunters judge the stability of candidates from these aspects. If you have any doubts about it, please follow our website http://www.woool990.com Contact customer service to answer for you.