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 53278 2006 年 11 月 28 日 13:19 Reading (loading. ..) Comments (15) Category: Personal Diary
 now , fast-growing high-tech companies often complain about a problem that can not find the necessary talent. However, if you ask them, what kind of person you need? The answer above most of the technology to one two three, some enterprises may be required will be added to such a limited team a few dry words. How to interview for the assessment, and no express provision is often random operation. Just think, how can we ensure that the operation to find businesses in need?
 from the Strategic View Jobs
 HP company's interview process is more than 5 interviews with managers and candidates, the implementation of the vote veto system, that is, as long as the people who participated in the interview, one person said they did not agree with, that person can not enter the HP. Microsoft's recruitment slogan is \\
 companies regarded these performance Zoran find the right talent into a strategic height. Because talent is the fundamental source of competitive advantage, but also because the company culture to maintain the majority of employment consistent with the company through the implementation of the requirements of employees. For a company, may be nothing more than making the decision, \Therefore, even if the rapid expansion in the company,derrick rose shoes, keen competition for talent, these companies have not reduced its staff employment standards. And in the recruitment and selection process into a lot of manpower to ensure the quality and quantity of the recruitment line with the company's requirements to ensure at the outset to create a competitive advantage.
 enterprises need to carefully analyze what kind of talent
 to find the right people, first of all enterprises need to carefully analyze what kind of person. Yahoo senior vice president of business operations, said: The company has identified the core characteristics of outstanding Yahoo employees, and only in the following four outstanding performance, candidates can join the Yahoo:
 interpersonal skills: \
 sphere of influence: \
 both tightening, but also release: \on what impact the competitiveness of the company? \
 love life: \the driving force. \
 Yahoo employees \
 quality of the model is an important area of human resources branch. Quality of the model is a set of concrete, can be observed, to determine the behavior of certain performance criteria in the performance of a capability to realize that. Quality of the model, each in accordance with the minimum standards for completion of the needs of people who work must have the ability, called the threshold capacity. And the general performance and excellent performance are the ability to distinguish, as distinguished ability. Quality and excellent business model often refers to a distinction between the standard capacity. In the establishment of quality model, you need to note the following:
 is the enterprise really need to clear the expression of corporate culture and be able to distinguish between ordinary and outstanding performance by performance.
 To each is given a clear definition of quality, the best examples is given as to determine the appropriate reference. Is the only way to guarantee quality of the model operation.
 analysis should be serious, in depth, from the enterprise to extract the practice. If you can related to the assistance of experts, will be much easier.
 quality control in the recruitment
 define clearly what should be the right person, to be targeted to find the necessary talent. How to use less of the cost of finding the right people, and to ensure the quality of recruitment. Effective control methods and channels are very important.
 1, academic control
 a considerable number of well-known companies often focus on hiring only college graduates. Although the results not the determining factor, but to a certain extent reflects the level of learning ability and intelligence.
 2, knowledge and skills assessment
 knowledge and skills is relatively easy to identify. The focus of assessment should be taken to avoid the point, and on the details of the inquiry is best able to reflect the true level. Supplemented by more objective approach to skills is written. Written content is best prepared by the business experts, can be a significant number of exam questions to ensure the comprehensiveness and accuracy of assessment.
 3, quality assessment
 quality assessment methods is to communicate effectively in interviews and observation. Depending on the specific quality model, interviews with key actors approach is better: required candidates to describe the specific work projects, the actual behavior of the understanding, design some weird problems than effective. There are also some large enterprises, such as IBM, Procter & Gamble written examination will be involved in recruiting a large number of quality and intelligence topics. Passing the written examination requirements for quality is well-designed questions, the difficulty of the design is quite large.
 4, about the process
 interview will not be a general or a person can decide. Interviews with people both generally and to increase the number of interviews. Create a relatively relaxed atmosphere is conducive to the interview and communication processes should be noted. Design a standardized interview process for assessing the quality of the grasp is very important. As the interview is to test your first contact with the enterprises, many enterprises will reflect the emphasis on interview methods and characteristics of the company's corporate culture in order to attract talents like this feature.
 the same time, the interviewer's own qualities and skills, common sense is critical. You can specify a specific interview certain persons qualified person to conduct some training is a better solution.
 5,kobe v, select the channel recruitment
 many companies, especially the good company will often go directly to the school to recruit new people,kobe vi, and the proportion is a large employer plans. Recruitment of fresh students often get very little cost to potential talent. In addition,kobe bryant shoes, almost all of the companies have established internal recruitment channels. Recommended by staff,derrick rose shoe, is to find the right people, a relatively low cost and effective way. In Fasitelan (a division of Nortel): As long as a person recommended by the knowledge workers work more than 1 month, the company will reward him $ 1,000.
 short, to find what you need is not difficult, however,Dwyane Wade Shoes, is far from an easy task. Find the right people, is the first step in building business advantage.