When recruiting executives, you must pay attention to these 3 things, otherwise you will suffer sooner or later!
As the entrepreneur's company grows bigger and bigger, the demand for executives becomes more and more urgent. It is very important for the company to find a good executive. Executives have a lot of information about the company. That's why we need to be extra careful when interviewing executives, and HR experts offer the following advice on how companies should interview top managers:
When recruiting executives, you must pay attention to these 3 things, otherwise you will suffer sooner or later!
▲The picture comes from the Internet
- Determine the attributes of talents according to the needs of the company
Before interviewing the senior management, it is necessary to clarify what kind of talents the company needs and what kind of role positioning for him. Knowing what roles the company needs and what roles it lacks, we can find the people we really need. Just like many interviewers mentioned that their most common problems in interviews are inaccurate, inaccurate, and unpleasant, one of the important reasons is that they have not figured out what kind of people the company needs, and they are based on people.
In many cases, when new executives enter the company and cannot do their jobs, it is not because of their lack of ability, but because of their different positioning. The sales team of a company has been dead because of the excessive work pressure. In this case, it is not reasonable to find a "stupid" executive. The company immediately made a wise decision to focus more on passionate, social people when it came to selecting a sales director. Soon the company recruited a director with a very active personality. The morale of the team was immediately raised, and the sales performance also increased significantly.
When recruiting executives, you must pay attention to these 3 things, otherwise you will suffer sooner or later!
▲The picture comes from the Internet
- Do a good job of background investigation to avoid risks
It is understood that it is not uncommon for companies to suffer economic losses due to fraudulent applicants. A few years ago, there was an "industrial espionage" case in Guangdong where a competitor sent someone to infiltrate the other party to steal technical information. When recruiting, companies do not want to take excessive personnel risks.
Under this circumstance, a detailed and comprehensive background investigation of the candidates has become a "good medicine" to reduce the company's personnel risks. The background investigation can be carried out in two steps: a preliminary understanding before the interview, and a detailed investigation after the interview. Through the preliminary understanding, on the one hand, It can help the interviewer to determine the "key events" about the job performance of the candidate that need to be asked during the interview. On the other hand, it can help the interviewer to have a basic judgment on the character and ability of the candidate. A detailed investigation after the interview should be carried out on the job. To be completed before. According to the investigation results, it is decided whether to arrange employment, so as not to investigate problems after employment, which will make the company and the human resources department in a dilemma.
When recruiting executives, you must pay attention to these 3 things, otherwise you will suffer sooner or later!
▲The picture comes from the Internet
- Be honest, don't brag
Companies want interviewers to be candid, and companies should be just as candid. In order to attract the other party to join as soon as possible during the interview, some companies only introduce the advantages of their own company and describe the company perfectly. This practice is not advisable. When a candidate is hired, he finds that the company is not honest and may resign immediately. Therefore, when communicating with job applicants, companies should describe the company's situation in a fact-based manner.
When the company asks about the applicant's past performance, it should ask for specific figures instead of generalities. When describing the real situation of the company, don't be one-sided. The establishment of any system is not necessarily perfect, and the difficulties and difficulties of the position you are applying for should also be truly described to the applicant, and at the same time, the company's vision should be described more. Entrepreneurs who are just starting out, in fact, rely on the company's vision to attract and retain talents. In this way, candidates can plan ahead and plan ahead to solve the company's problems.