Recruitment is a two-way selection activity between the recruiter and the candidate. What is expected is value and development, which reflects eyesight and feeling. When I was in Mianyang a few years ago, I was ordered to go to the talent market for recruitment. After several thoughtful young people communicated with me, they both agreed with each other, this notice went to the company for a formal interview the next morning to confirm the relevant matters, but they would go to the company with me after the recruitment in the morning. When they were going to catch the bus, several people hesitated, he said that according to your situation and working qualifications, we were still catching the bus, so we could know the prospect of the company and said goodbye. After these years, I paid attention to less participation in recruitment, so as not to affect the applicant’s cognition of the enterprise because of my lack of talent. A managerial scientist once said: If you want to know an enterprise, you must first know the people in it. Generally speaking, the recruiter is the first person in the company that the applicant contacts. In his mind, he will always have the first impression of the actual situation of the company. A person with thoughts and experience, from the reference of recruiters and interviewees, we can judge the company’s management level, employment orientation and the prospect that we will have if we join the company. The job of selecting candidates is both technology and art. Of course, the standard should be the position matching degree of the enterprise at the present stage, but it is simple, practical and difficult to say. How to evaluate a person’s best performance and normal performance, and how to answer what the interview asks. This kind of strategy is widely circulated, and some people are quite familiar with it. In fact, according to my experience, the job requirements must be standard and clear, rather than the ideal description of the evaluation feeling; Those who open their mouths to strategy and culture, dare to agree with everything, it is often not more useful than people who think practically and dare to say things that cannot be done face to face. In addition, a person’s punctuality and courtesy, facial expression, dressing and dressing, posture and sitting, tone and speed, wording and writing, etc. can all convey some basic information about his character, accomplishment and other aspects. Different enterprises and positions have their own different employment rules. Generally speaking, people with core competence and clear self-positioning, or extroverted, people who are talented enough to cater to the interview host are often easy to be favored, but in real life, except those who have to deal with the public in marketing, they are maverick, but he is always an excellent person who can undertake important tasks. What kind of people should an organization use on Earth is a proposition without standard answers. In social reality, there are many examples of Turning Stone into gold and turning gold into stone. I also remembered an old story that Eisenhower was a colonel who served under the five-star General MacArthur in those years. This man was stubborn by nature and liked to think independently. Sometimes he even contradicted his superiors and even made people unable to get off the stage, it is called a colonel who is not easy to use. Mrs. MacArthur then blew the pillow wind to her husband and said: that old AI often couldn’t get along with you. Just remove him! General Mai said a widely circulated sentence later: it is useless to use talents, but useless to use slaves. Later, this useless Colonel created several firsts in American history and became the 34th president. Mrs. Mai wants to feel cool, but Mr. Mai can do things with his eyes. Different standards under different needs will have different choices, but when mastering the fate of Mr. Ai, different operations may also produce different results. If employers don’t know exactly what kind of people they need and what kind of posts they need now, it is difficult to have a success rate in recruitment and a survival rate after applying for a job. It is good to select candidates and posts. It is difficult to recruit people and find jobs. It is not difficult but useless to talk about playing casually. It is just entertainment. I hope talents can prosper everywhere and everyone can succeed in his career. (2014 nian 2 yue 20 ri)

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