The future development of a person after entering a company is influenced by many factors, such as the atmosphere of the company, the relationship between colleagues and subordinates, the resources they have, and the company's development status, including many uncertain factors.
As a professional headhunting consultant, although it cannot guarantee the accuracy of talent selection.
However, appropriate decision-making models can be used to improve the accuracy of the search and avoid some basic mistakes to determine the stability of candidates.
Today we will talk about the dimensions from which headhunting consultants can measure the stability of candidates.
1. Measure from the candidate's past personal experience time
Pay attention to the duration of each job, the frequency of job changes, and the interval between each job for candidates to evaluate their stability.
Reminder to be particularly careful for candidates who frequently switch companies. Some candidates may only want to temporarily find a job to settle down, and then gradually find a more stable permanent job.
Pay special attention to these people. We may have invested 3 months of employee training in them, but they leave before their work is ready to enter a state. When choosing employees, we should pay attention to these disloyal and insincere candidates.
2. Measure from the degree of candidate's career planning
Generally speaking, candidates with good career plans have higher stability.
Therefore, pay attention to the industry and position that the candidate's previous work experience has engaged in in in their resume to determine career stability.
3. Evaluate through psychological characteristics
External behavior is the result of psychological drive, therefore, psychological characteristics can indeed affect people's behavior, and career stability is closely related to certain psychological characteristics of people.
If a candidate is found to have corresponding psychological characteristics during the interview process, special attention should be paid to their career stability.
Generally speaking, the psychological characteristics that affect career stability include desire, comparison psychology, and adventure psychology
Desire has a great impact on people: the greater the desire, the less stable they are and the easier they are to switch jobs.
Desire increases and often leads to feelings of dissatisfaction. In order to satisfy one's desires, there are two ways: one is to work hard and strive for more income; The second is to switch jobs and obtain higher paying positions.
In general, job hopping takes effect quickly, so it's not surprising to choose the latter.
So, people with high desires have poor stability.
4. Measuring organizational suitability
Organizational suitability refers to whether an organization's behavior and values are compatible with the candidate.
Interviews are an important component of employee job satisfaction and often become an important factor in deciding whether to resign, as we need to measure whether a candidate's work style and abilities are suitable for the company's management style and corporate culture.
If we ignore the understanding and evaluation of the organizational suitability of candidates, they often experience poor performance after joining the company, and there will be a high turnover rate and instability.
Therefore, organizational suitability has also become a key factor in measuring candidate stability.
In addition, by understanding the candidate's past work pace and comparing it with the team they need to join, if the work pace is relatively matched, the candidate's organizational adaptability will be relatively high and stability will be good.
5. Measure from the suitability of the workplace
The suitability of the workplace refers to whether the candidate is satisfied with the working environment and geographical location of the target job.
This is often a overlooked issue in the recruitment process, but in reality, it is not uncommon for candidates to withdraw from the job application when they learn about their potential workplace or to resign due to workplace reasons within a few days of joining.
In addition, employees who have moved to a new workplace may also resign due to their lifestyle not being suitable for their new location.
Discussing location suitability with candidates during the recruitment process will help alleviate these issues and improve the stability of candidates upon entry.
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