高效招聘与精准面试技能提升Efficient recruitment and precision interview skills upgrading.docx

高效招聘与精准面试技能提升Efficient recruitment and precision interview skills upgrading.docx

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高效招聘与精准面试技能提升Efficientrecruitmentandprecisioninterviewskillsupgrading

高效招聘与精准面试技能提升（Efficientrecruitmentandprecisioninterviewskillsupgrading）

Efficientrecruitmentandaccurateinterviewskills

Syllabus（MoriTaotraining）

Warmreminder:

"efficientrecruitmentandinterviewskills"openclassandenterprisetrainingcoursehasmorethan100period,morethan95%studentssatisfaction.Thenewversionof"effectiverecruitmentandprecisioninterviewskillsupgrading"hasbeenupgradedandoptimizedonthebasisoftheoriginalversion.

Featuresofteaching:

Toexperiencethecasesandexperienceanalysisandsharing,practicalityandoperability,andtheinteractionbetweenthinkingandpractice,actionlearningguidance,troubleshooting,etc.,toenablestudentstoacquiremorerelatedmethodsandtechniquesineasilylearning,andmastermorerecruitmenttools.

Curriculumbackground:

Intoday'sincreasinglycompetitivebusinessenvironment,thecoreofenterprisecompetitionistalentcompetition!

However,manyenterprisesareoftencaughtinsuchamisunderstanding:

Misunderstanding1:

recruitmentistheworkofhumanresourcesdepartment,ourbusinessdepartmentjustcooperate,youcometomyinterview,Iwillgototheinterview,theotherisnotmything!

Misunderstandingtwo:

lackofmanagementinterviewskills,aslongasthemanagementoftheinterviewskills,canimprovethequalityofenterpriserecruitment!

Myththree:

aslongasIlearntheinterviewskillswell,Icanfindtherightpeople,andthestandardjobofotherpostsisawasteoftime.Itdoesn'tmakemuchsense!

......

Manyenterprisesintalentcompetitionfromrecruitmentinterviewlinkatadisadvantage,onlythehumanresourcesdepartmentinbusyrecruitment!

Thereisnoscientificevaluationstandardfortalentselection!

Evaluationmethod!

Withoutsystematictraining,theinterviewerintroducesalargenumberofunqualifiedpersonneltotheenterprise,resultingindirectandindirecteconomiclosses!

ThiscourseisHuaYuanhumanresourcesexpertQianQingtaoteacherafter6yearsofdevelopmentandpractice,throughtheinvestigationofhundredsofcompaniesandhundredsofcoursesteachingpractice,andgraduallyoptimizethetrainingprovided"efficientrecruitmentandaccuraterealinterviewskillsupgrading",helpmanagerstoestablishacorrectviewoftalentrecruitment,throughefficienttheimplementationofrecruitmentskillsandprofessionalinterviewskills,helpenterprisestoquicklyrecruitsuitabletalents!

Inthecourseofalargenumberofwell-knownenterprisestosharethesuccessfuloperationcaseandpracticaltooltemplate,andusethemethodofactionlearning,sothatstudentslearnandimproveinsolvingproblems,themethodsandtechniquesofthestudycanbeusedforeffectively!

Greatlyenhancetheeffectofcurriculumlearningandtraining!

Curriculumobjectives:

1,makeclearthemainresponsibilityandworkofHRanddepartmentheadintherecruitmentofemployees,changetheoldideas,establishthenewconceptoffullparticipation,recruitmentandtalentselectionunderthenewsituation;

2,learnfromtheangleofclearjobcompetencywithstandard,provideascientificguaranteeforscientificselectioninterview;

3,systematicallygraspthetoolsandscientificmethodsoftalentevaluation,andfocusonstructuredinterviewmethodandkeybehaviorinterviewmethod;

4,in-depthstudyandtrainingintheinterviewprocessofobservation,listening,questioning,interactive,questioningprofessionalskills,toensurethattheappropriatetalentrecruited;

5,underthenewsituation,managersneedtostrengthentheinterviewskills,andmoreurgenttostrengthentheinitiativetofindtalent,huntingskillsandmethodsoftalent.Mr.QianQingtaoistheonlyoneonimplementationoftherecruitmentheadhuntingseniorlectureronthemarket,inthecourseof"efficient"huntingtalentmanagerswillhelptextinthefiercecompetition,fastandaccuratetofind,recruittalentforcompanies!

Trainingcontent:

Thefirstchapterestablishesthecorrectrecruitmentinterviewconcept-concept,decisionresult,consciousness,decisionbehavior!

（key:

helpmanagersestablishcorrectrecruitmentconsciousnessandconcept,correctlytreattherecruitmentofstaffrecruitment;fromtheuseofresearchmethods,actionlearningallowsadministratorstoanalyzefactorsthatinfluencethequalityofmodernrecruitmentrecruitmenttoclarifytheinterviewer'snewrole!

）

First,recruitmentmustsupportenterprisestrategy

1,howdoesenterprisestrategyaffectmanpowerplanningandmanpowerdemand?

2,fromwhatperspectiveshouldhumanneedsexplaincorporatehumanresourcesplanning（casesharing）?

3,howtodevelopaclearrecruitmentstrategy-Recruitmentmap

Two,enterprisesintherecruitmentofthemainproblemsandSolutions

1,enterprisehumanresourcesplanningproblemsandanalysis

2,enterpriserecruitmentsystemconstructionandoperationoftheproblemsandanalysis

3,interviewmethodsandinterviewskillsproblemsandanalysis

4,recruitmentchannelsmanagementandoperationoftheproblemsandanalysis

Three、excellentmanagement'sresponsibilitiesandmaintasksinrecruitment

1,managersintherecruitmentofcommonmistakescorrection（caseintroductionandshare）

Onlyfrom"passivecooperation"to"activeparticipation"jobinterview

--from"HRRecruitment"to"staffrecruitment"

Onlyfromthe"interview"to"find"talentpersonnel

2,managersintherecruitmentofthemaintasksandrequirements

Four,actionlearningresearch:

howtoimprovethequalityofpersonnelrecruitment?

1、sitestudyandproblemsolving

2,toclarifythekeyfactorsaffectingthequalityofcorporaterecruitment

3.Definetheskillsandtoolsrequiredbytheinterviewer

Five,excellentrecruitmentinterviewerpositioningandrequirements

1,accurateinterviewassessment-howtoputprospectivecandidates

Iunderstandtherecruitmentrequirements-Competency

Weeffectivelyusetoolsoftalentassessment

ThisprofessionalinterviewskillsMaster

2,efficientrecruitmentskills-howtoquicklyfindandattracttalent?

Thisfinding,targetcandidates-huntingskills

Weusepersonalitycharmtoattractcandidatesintervieweroccupationaccomplishment

Whentheintervieweraskedtheoperationspecification

Thesecondchapter,competencyandpositionemploymentstandards-thecornerstoneofthesystemtoimprovethequalityofrecruitment

（key:

fromthepersonnelselectioncriteria,derivedthecompetencyanditsapplication;duringthejobinterviewtohelpmanagersmakeclearpostemploymentstandardsandrelatedresearchprojects,soastolaythefoundationfortheaccurateidentificationoftalent!

）

I.applicationofcompetencyinrecruitment

1,whataretherealcriteriaforhiring?

2,competencyandpersonnelrequirements

3,howtoconstructenterprisecompetencymodel（commonlyusedmethod）?

Thismethodofestablishingqualitymodel

Onlytwosimplegoodqualityextractingmethod

Fieldexercise:

howtorefineaposition'scompetencyprogram?

4,howcanthecompetencybeusedforrecruitmentandselection?

Two,thepostevaluationfactorsandthedeterminationofemploymentstandards

1,theevaluationoftheelementsofthetwoprerequisites

Thecontentsandrequirementsincluded,whenpeoplepost

Allpeople,containsthecontentsandrequirementsofenterprises

2,themainelementsofjobevaluationelementsshouldbeconsidered

Thispostnecessaryconditionsandknowledgerequirements

Thisjobshouldmastertheabilityofbusinesscategories

Ipostthefollowingbasicqualityinspectioncontentandrequirementsoftheiceberg

Thisstudymotivation,culturaladaptation,personalitytraitsandotherrequirements

Casesharing:

analysisofthefivebasicelementsofawell-knownenterpriseemployee

Three.Analysisoftheevaluationmethodsofcommontalents

1,comparativeanalysisofcommonlyusedtalentevaluationmethods

Aftertheapplicationdataanalysismethod

Thispsychologicaltest

Thisabilitytestmethod

Thisstructuredinterviewmethod

Thisassessmentcenter

2,thepremiseoftalentevaluationmethodselectionhowtochoosetheevaluationmethodfromthedimensionofqualityrequirements

3,talentevaluationmethodsshouldbetakenintoaccountthefactorsandconsiderations

Thethirdchapter,recruitmentchanneldevelopmentandmanagement-theguaranteeofquickaccesstoqualifiedpersonnel

（mainpoint:

relyingsolelyontraditionalrecruitmentchannelshasbecomeincreasinglydifficulttofindthetalentsneededbyenterprises!

Howcanwefindmoreeffectiverecruitmentchannelsunderthenewsituationofincreasingcompetitionfortalents?

Howtouseandmanagerecruitmentchannels?

Howtobuildanenterprisetalentpool?

......Allofthesewillbetheimportantguaranteeforenterprisestoobtaintalentsquickly!

First,thecommonrecruitmentchannelinventoryandadvantagesanddisadvantagesanalysis

1,networkrecruitment

2,talentmarket

3intermediary

4,headhunting

5、internalrecommendationandexternalrecommendation

6.CampusRecruitment

Two,keysocialrecruitmentchannelsdevelopmentandmanagement

1,howtoeffectivelyusetheInternettorecruitqualifiedpersonnel?

Whataretheimportantfactorsforthesuccessofonlinerecruitment?

2,lettheinternalrecommendationhasthreegreatmeasures

3,targetedhuntingcandidatestofindthekeystrategyandtwomajorimplementationsteps

4,toimprovetheeffectivenessofheadhuntingrecruitmentworkandkeyrequirements

Casesharing:

excavationmethodsandrequirementsforhuntingtalentsinafamousenterprise

Three,multiprongedapproach,theestablishmentoftalentpool

1,howtogivefullplaytotheroleoftalentpoolin